Paid time off

Paid time off in the Czech Republic entitles employees to a minimum of 20 calendar days of annual leave per year. This statutory entitlement applies to all employees working under an employment contract and represents the baseline vacation allowance that employers must provide. The leave may be taken in blocks or individual days, though employers typically schedule it in consultation with operational needs. Employees accrue this entitlement based on their length of service, and unused leave can carry over to the following year under certain conditions, though employers may restrict carryover to encourage timely use.

The regulation is codified in the Czech Labour Code (Zákoník práce), specifically sections governing annual leave entitlements. The Labour Code establishes that the 20-day minimum applies to full-time employees working a standard five-day week. Part-time employees receive a proportional entitlement based on their contracted hours.

In recent years, Czech employment law has maintained this 20-day floor without statutory increases, though collective agreements and individual employment contracts may provide more generous terms. Employers must ensure leave is granted and documented properly, with records maintained for inspection by labour authorities.

Payroll and HR teams must track accrual and usage carefully, ensuring employees receive their full entitlement each calendar year. Employers should establish clear leave policies specifying approval procedures, carryover rules, and payment obligations upon termination. When employment ends, employees are entitled to compensation for any unused leave at their regular wage rate. Compliance with these requirements is monitored by the Czech Labour Office and regional labour inspectorates.