Labour Law and Social Security
What is tested
Act No. 262/2006 Sb. (zákoník práce) and the social security statutes - nemocenské pojištění (187/2006 Sb.), důchodové pojištění (155/1995 Sb.), state social support (117/1995 Sb.), pomoc v hmotné nouzi (111/2006 Sb.). Typical questions: the employment relationship lifecycle and wage deductions ordered by an exekutor.
Core rules
- Employment arises from a written contract stating the type of work, place and start date. Zkušební doba is at most 3 months (6 months for a vedoucí zaměstnanec); a fixed term may run at most 3 years in total.
- Termination: agreement, výpověď with a 2-month notice period that starts on delivery, okamžité zrušení only in the statutory cases, plus the protection period (ochranná lhůta).
- Wages: at least the minimum wage. Srážky ze mzdy under § 146–150 ZP - official deductions (court, exekutor, authority) take precedence over a dohoda o srážkách. The employer deducts from the first payday after delivery of the exekuční příkaz and continues until the claim is satisfied.
- The employer is a third party obliged to give information to the exekutor and is liable for wrongful deductions or for paying the debtor instead.
- Benefits: nemocenské, mateřská, rodičovský příspěvek, dávky SSP. Selected benefits are excluded from execution, and support claims enjoy priority in the distribution of the thirds.
Worked example
An employer receives an exekuční příkaz for wage deductions over an unpaid loan of CZK 60,000 and, a week later, a court order for child support. Both are official deductions; the exekutor's deduction continues, but support is a priority claim, so the part of the thirds reserved for priority claims goes to the child. A private dohoda o srážkách signed earlier by the employee cannot displace either of them, and if the employer pays the wrong creditor it bears the loss.
Traps
Counting the notice period from the day the notice was written instead of delivered; assuming a dohoda o srážkách prevails over an exekuční příkaz; deducting from an exempt benefit; forgetting the employer's own duty to inform the exekutor of the employment's end.