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 213–220, which establish minimum leave standards and employee protections. The current 20-day minimum has remained the statutory baseline for standard full-time employment.

Employers must maintain accurate leave records and ensure employees can exercise their right to paid time off without penalty. Payroll teams should track accrual, carryover, and usage to remain compliant. When employment ends, employees are entitled to compensation for unused leave at their regular wage rate. Collective agreements or employment contracts may offer more generous terms than the statutory minimum, but cannot reduce the 20-day entitlement. Employers should document leave requests and approvals clearly, as disputes over leave entitlement are common in Czech labour disputes. Compliance requires integrating leave management into payroll systems to calculate final settlements accurately upon termination.