With effect from June 1, 2025, a series of changes will be introduced to labor law aimed at stimulating the stagnating domestic labor market, thus completing a period of reforms that have already brought a number of changes to labor law since 2023. We provide an overview of the most important changes, including recommendations for amending existing employment contracts.
The first change relates to the extension of the probationary period, both in terms of its maximum length and the possibility of subsequent extension. However, the change will only apply to employment contracts concluded on or after June 1.
It will now be possible to agree on a probationary period of up to four months for regular employees. For managerial positions, a probationary period of up to eight months will be possible. We would like to point out that employers should carefully assess whether an employee is actually a manager within the meaning of the Labor Code.
It is essential that the probationary period is agreed no later than on the date of commencement of employment, in writing.
It will now also be possible to extend an already agreed probationary period up to the maximum limit.
The change, which will often have to be reflected in existing employment contracts, consists in an adjustment to the notice period. Here, the legislator has responded to public demands. The notice period will now begin on the day the notice is delivered to the other party, rather than at the beginning of the following month, which often extended the notice period to almost three months.
This change also applies to existing employment contracts, unless the employer and employee have agreed on a different notice period (e.g., as applicable until May 31, 2025, i.e., from the beginning of the month following the delivery of the notice).
In some cases, the notice period is also shortened to one month in the event of termination for breach of work discipline, unsatisfactory work performance, (serious) breach of work duties, or in connection with failure to meet the legal requirements for the performance of work and for breach of a treatment regimen. In these cases, the notice period will be only one month (and will again run from the date of delivery of the notice, unless otherwise agreed).
However, the proposal to legalize termination without cause did not pass, so the current regulation remains in force, which requires the employer to always state the reason for termination or classify it under one of the statutory reasons for termination, otherwise the termination is at risk of being invalid.
In the case of parental leave, it will be possible to agree between the employer and the employee on work activity or the performance of work, even for the same type of work that the employee performed in their main job. The change is intended to allow persons on parental leave to work at least to a limited extent.
In addition, if an employee returns from parental (not just maternity) leave before the child reaches the age of 2, the employer is obliged to reinstate them in their original position. This applies to any parent who wishes to return to work after June 1, provided that they start work no later than the day before the child's second birthday.
Another new feature concerns young people over the age of 14 who, even if they have not yet completed compulsory schooling, will be able to perform so-called light work (camp leaders, animators, etc.) during the summer holidays that does not endanger their health or moral development. This will require the consent of a legal guardian and an initial medical examination.
Other changes include the possibility of earning in euros or other currencies (commuters and foreigners), a reduction in the rest period between shifts for employees in critical infrastructure (for the purpose of restoring the power grid), and the right to unpaid leave of up to five days in the event of the death of a spouse, parent, partner, or child.
