Employer of Record in the Czech Republic: 17 Providers Compared (2026)

Employing someone in the Czech Republic: key facts

The Czech Republic sets one national minimum wage, a flat employer contribution rate and a Labour Code that limits notice and probation. Everything below is statutory; no collective agreement applies to an EOR by default.

Minimum wage

National rate, no regional rates. It is set each year by an MPSV notice under the formula in Labour Code s. 111 (forecast average gross wage times a government coefficient) (zakonyprolidi.cz, checked 2026-10-07).

• Part-time pay scales down: at 20 hours a week the minimum is CZK 11,200 (MPSV minimum wage page, checked 2026-10-07).
• The minimum wage is also the minimum assessment base for employee health insurance (s. 3(6) Act 592/1992) (zakonyprolidi.cz, checked 2026-10-07).

Employer contributions

The EOR entity pays both blocks below on gross pay. Social security stops at the annual maximum assessment base, CZK 2,350,416 in 2026 (48 times the average wage of CZK 48,967) (cssz.gov.cz, checked 2026-10-07).

• Both premiums are rounded up to whole CZK (zakonyprolidi.cz, checked 2026-10-07).
• The employer social rate was 24.8% in every year 2021-2026 (24.8% since 2019-07-01). In 2024 the employee rate rose from 6.5% to 7.1%; the employer rate did not change (mpsv.gov.cz, checked 2026-10-07).
• Higher employer rates of 27.8% and 29.8% apply only to hazardous-work and paramedic or fire-brigade staff.
• Not in the 33.8%: employer-paid sick pay for the first 14 days and the statutory work-injury insurance (see mandatory benefits).

Working hours and overtime

• Standard week: 40 hours; 37.5 hours for multi-shift or continuous work and 38.75 for two-shift work (Labour Code s. 79) (zakonyprolidi.cz, checked 2026-10-07).
• Overtime may be ordered up to 8 hours a week and 150 hours a calendar year; more only by agreement. Average overtime may not exceed 8 hours a week over up to 26 weeks, about 48 hours a week in total (s. 93) (zakonyprolidi.cz, checked 2026-10-07).
• Overtime pay: the earned wage plus a premium of at least 25% of average earnings, or time off in lieu if agreed, given within 3 calendar months. No overtime pay if the wage was agreed to include a stated amount of overtime (s. 114) (zakonyprolidi.cz, checked 2026-10-07).

Annual leave and public holidays

• Leave: at least 4 weeks per calendar year (5 in the public sector). A full entitlement needs 52 weeks worked in the year; otherwise it accrues at 1/52 per week worked, with at least 4 weeks worked (ss. 212-213) (zakonyprolidi.cz, checked 2026-10-07).
• Holidays: 13 non-working days: 1 Jan, Good Friday, Easter Monday, 1 May, 8 May, 5 Jul, 6 Jul, 28 Sep, 28 Oct, 17 Nov, 24 Dec, 25 Dec, 26 Dec (zakonyprolidi.cz, checked 2026-10-07).

Probation

• Up to 4 months from the start of employment, 8 months for a manager, and not longer than half the term of a fixed-term contract (Labour Code s. 35) (zakonyprolidi.cz, checked 2026-10-07).
• It must be agreed in writing at the latest on the first day, and extends by days of absence. The 4 and 8 months replaced 3 and 6 by an amendment in force from 2025-06-01; the date comes from a search excerpt (mind.eu.com, checked 2026-10-07).
• During probation either side may cancel without giving a reason, in writing.

Notice and severance

The employer may give notice only on grounds listed in s. 52: organisational (closure, relocation, redundancy), health, maximum workplace exposure, or not meeting job requirements and serious breaches of duty. Notice is at least 2 months for both sides, 1 month on the last group of grounds (ss. 51-52) (zakonyprolidi.cz, checked 2026-10-07).

Source: Labour Code s. 67 (zakonyprolidi.cz, checked 2026-10-07). Service with the same employer counts across gaps of up to 6 months.

13th salary and bonuses

Not mandatory. We found no 13th-month or similar bonus provision in the Labour Code; bonuses are contractual or discretionary (zakonyprolidi.cz, checked 2026-10-07).

Mandatory benefits

• Sick pay (náhrada mzdy) paid by the employer for the first 14 calendar days of sickness or quarantine; after day 14 sickness benefit comes from the social security administration (s. 192) (zakonyprolidi.cz, checked 2026-10-07).
• Compulsory employer’s liability insurance for work injuries and occupational diseases: 2.8 to 50.4 per mille of the payroll base by economic activity, at least CZK 100 a quarter (zakonyprolidi.cz, checked 2026-10-07).
• No mandatory private health or pension plan; meal allowances and similar benefits are voluntary.

Work permits

• Non-EU nationals need a work-and-residence document. The employee card (zaměstnanecká karta) needs a job listed in the central register of vacancies for card holders, a contract of at least 15 hours a week and pay not below the minimum wage (zakonyprolidi.cz, checked 2026-10-07).
• EU Blue Card: contract of at least 6 months and gross pay of at least 1.5 times the average gross annual wage, CZK 73,823 a month from 2026-05-01 (epravo.cz, checked 2026-10-07).
• An agency may be the employer on an employee card for agency work: the application must include the document naming the user, the place and the type of work, and it is refused if the job type is one an agency may not place (s. 42g(2)).
• A holder of an employee card may not change employer to an agency, or start a job with an agency as the future employer (s. 42g(7)). A user to whom an agency assigns a foreigner can be deemed an “unreliable employer” (s. 178f(2)).
• The rules for EU, EEA and Swiss citizens were not read.

Currency and payroll

CZK. Wages are paid monthly in practice; the law only requires payment at the latest in the calendar month after the right to it arose (s. 141) (zakonyprolidi.cz, checked 2026-10-07). Czech National Bank rate on 2026-10-06: 1 USD = 21.647 CZK (cnb.cz, checked 2026-10-07).

Is Employer of Record legal in the Czech Republic?

Restricted. Czech law has no EOR statute. Employing natural persons “in order to perform their work for a user, i.e. another legal or natural person who assigns the work and supervises its performance” is mediation of employment, which only the Labour Office branches and permit holders (agentury práce) may carry out (s. 14 Employment Act) (zakonyprolidi.cz, checked 2026-10-07). See also the Employer of Record glossary entry.

The rules that matter to a client:

• Permit conditions (ss. 60-62). Clean criminal record for the applicant and its statutory bodies; a responsible representative with a degree plus 2 years, or secondary school plus 5 years, of relevant practice, employed at least 20 hours a week; no final fine in the last 3 years; solvency; and a CZK 1,000,000 deposit for agency employment. The permit is first issued for 3 years, then on a timely renewal for an indefinite period. The deposit rose from CZK 500,000 and the permit power moved to MPSV from 2024-01-01 (epravo.cz, checked 2026-10-07).
• Hidden mediation (s. 5(g)). Renting out workforce to another person without meeting the conditions of s. 14(1)(b), that is without the permit. Fines for a legal entity or business that does it or enables it: up to CZK 10,000,000 and at least CZK 50,000, a ban on the activity for up to 2 years and publication of the decision for 1 year (s. 140). The ban on activity applies from 2024-01-01.
• Foreign providers. A provider established and licensed in another EU state may mediate in the Czech Republic only “temporarily and occasionally”, after notifying MPSV by the first day (s. 14(4)). No source we found says whether a long-term EOR engagement can rely on that route.
• Agency-work rules (Labour Code ss. 307a-309). The agency is the employer and the user assigns and directs the work. The agency and the user must ensure pay and conditions no worse than those of a comparable employee of the user (s. 309(5)). The agency may not assign the same worker to the same user for more than 12 consecutive calendar months, unless the worker asks the agency to continue or the post replaces an employee on maternity, paternity or parental leave (s. 309(6)). The user may not combine direct employment and agency assignment of the same person (s. 307b) (zakonyprolidi.cz, checked 2026-10-07).

Czech law firms read it the same way:

• ARROWS (2025-11-25): the agency is the legal employer and the user directs the work; hidden mediation arises when ordinary service contracts with an unlicensed entity are used while the user controls the work, and both sides are responsible (arws.cz, checked 2026-10-07).
• Grant Thornton Czech Republic (2025-10-29) lists four criteria from the Supreme Administrative Court, among them work directed and controlled by the user and individual labour filling specific job slots; contract labels do not matter (grantthornton.cz, checked 2026-10-07).
• BDO Czech Republic (2025-11-21): fines of CZK 50,000 to 10,000,000 for the provider and for “the entity that enables” disguised mediation (bdo.cz, checked 2026-10-07).

Risks the client carries:

• Fine as the enabling party: up to CZK 10,000,000 (minimum CZK 50,000), a ban on the activity of up to 2 years and publication of the decision for 1 year.
• Collateral sanctions after a final fine: no active employment policy contributions for 3 years (s. 118(5)); the employer’s vacancies are kept out of the register for employee-card and Blue Card holders for 4 months (s. 37a(7)); a user of agency-placed foreigners may be deemed an “unreliable employer”.
• Joint liability: the user is jointly liable to the agency for damage compensation (Labour Code s. 309(4)) and for health and safety at its site.
• Active enforcement: in 2024 labour inspectorates found hidden mediation at 263 entities and 173 more that enabled it, and imposed 831 fines totalling CZK 163,939,500 for illegal employment (epravo.cz, checked 2026-10-07).

See also co-employment.

Who actually employs your hire in the Czech Republic

The Czech Republic has a public register of permit holders. We exported the MPSV register of agencies on 2026-10-07 (2,448 records) and searched it for each of the 17 vendors by company name; the export carries no company ID, so the search is by name only. Company details come from ARES, the Czech business register, and match a vendor by name and by the parent company that owns 100% of the s.r.o.

All checked 2026-10-07; register search at mpsv.gov.cz. “Not found” means no entry under the vendor’s name, not that none exists.

Seven of the 17 don’t say who the Czech employer is and one works through an unnamed partner. Of the nine in the own-entity group, only Remote publishes documents that name its Czech entity. A permit shows that an agency is authorised, not that the entity signing your employee’s contract is the one listed. Before signing, ask: “What is your MPSV permit number, in whose name is it held, and which Czech entity signs my employee’s contract?”

How to choose an EOR in the Czech Republic

Want a permit you can verify today? Remote, G-P, Skuad, Safeguard Global, Boundless and Pebl each have an employing permit in the register, held by a Czech s.r.o. Ask which entity signs the contract. Remote’s Local Terms set out two Czech models, a Temporary Working Agency Model and a Consultancy Model, so ask which one your contract uses. The permits of Remote and Safeguard Global are first, fixed-term ones (to 2027-12-28 and 2027-08-14). Only Remote, G-P and Skuad show a Czech-page price: $699, from $599 and $399.

Considering Oyster, Multiplier, Rippling, Native Teams or Borderless AI? Each has a Czech s.r.o. company in ARES, but no permit was found under those names. This is not a finding of non-compliance: the search is by name only. Ask for the MPSV permit number, or the provider’s written explanation of the legal basis it uses.

Hiring a non-EU national? An agency may be the employer on an employee card for agency work, but the application must name your company as the user, the place and the type of work, and a person who already holds an employee card cannot move to an agency employer. Remote says the right-to-work check adds three days for non-nationals; Remote People says an employee card adds 2-3 months (both vendor pages). Ask in writing who files and for which permit.

Expect to keep the hire for more than a year? The 12-month cap applies to one worker at one client. Rivermate’s own Czech page says agency workers “can typically only be assigned to the same client for a maximum of 12 consecutive months” (rivermate.com, checked 2026-10-07). Plan the handover to your own Czech entity before month 12, or ask the provider how it structures a longer hire.

Price against completeness? Among prices shown on a Czech page, Remote People is lowest without a commitment at from $300/month, but it has no permit under its name and names no entity. Where the permit matters more than the fee, start with the six permit holders.

What it costs to employ someone in the Czech Republic through an EOR

The EOR is a large-payroll employer, with an office or IT employee on a normal employment contract and no disability, hazardous-work or pensioner reliefs. Gross pay is CZK 90,000 and CZK 180,000 a month, about USD 50,000 and USD 100,000 a year at the Czech National Bank rate of 1 USD = 21.647 CZK on 2026-10-06 (cnb.cz, checked 2026-10-07).

If a salary rose above the social ceiling, the 24.8% social part would stop at CZK 582,903.17 a year, while the 9% health insurance would continue. The employer rate was the same in every year 2021-2026, so a history chart would show a flat line.

Not included: employer-paid sick pay for the first 14 days of sickness, the statutory work-injury insurance (2.8 to 50.4 per mille of payroll by activity; the rate group of an EOR is not confirmed), leave and severance accruals. There is no 13th salary to add.

The EOR’s own fee comes on top. Five vendors show a price on a Czech page: Remote People from $300/month, Skuad $399 (or $249 on a 12-month commitment), Deel from $599, G-P from USD 599 and Remote $699. Global list prices, where no Czech figure exists, run from $99 to $699 per month: Native Teams from $99, RemoFirst from $199, Boundless from €175/$199, Rivermate $319-$639, Pebl $399, Playroll from $399, Multiplier $459, Borderless AI $579, Atlas from $599 and Oyster $699. Rippling and Safeguard Global publish none.

Hidden costs, where published:

• Deel’s Czech page lists a one-off equipment allowance of EUR 500, a disability fee that depends on hours and average salary, accident insurance at 0.56% and an “Employer Liability Cost” administrative fee of 0.60% (deel.com, checked 2026-10-07).
• Skuad’s $249 rate needs a 12-month commitment (skuad.io, checked 2026-10-07).
• Playroll states “No Minimum Commitments” (playroll.com, checked 2026-10-07).
• For every other vendor, setup fee, deposit, minimum term and termination fee are not published for the Czech Republic. Treat a blank as unpublished, not zero.

When you don’t need an EOR

• A genuinely independent contractor. If the person sets their own hours and tools and can serve other clients, a contract is closer to the real relationship. See how to pay contractors in the Czech Republic and our hiring guide. Work with the signs of dependent work done outside an employment relationship is “illegal work” (the švarcsystém, s. 5(e)); a business that allows it faces the same fine of up to CZK 10,000,000 (minimum CZK 50,000). See contractor misclassification.
• Your own Czech entity. The route to weigh when the hire will outlast the 12-month cap at your company, or when the person already holds an employee card and so cannot join an agency employer.

What changed in 2026

• 2026-01-01: minimum wage rose from CZK 20,800 to CZK 22,400 a month (CZK 124.40 to 134.40 an hour) under MPSV notice 356/2025 (zakonyprolidi.cz, checked 2026-10-07).
• 2026-01-01: social security parameters for 2026: maximum assessment base CZK 2,350,416 (CZK 2,234,736 in 2025). The employer rate stays at 24.8% and health insurance is unchanged; the minimum health insurance base rises to CZK 22,400 with the minimum wage (cssz.gov.cz, checked 2026-10-07).
• 2026-01-01: a unified monthly employer report (JMHZ) replaces up to about 25 separate reports to the social security, tax and labour authorities, in phases to full operation from 2026-07-01. Employees must be registered before they start work, and a wrong report can cost up to CZK 5,000 per employee. Phase dates differ slightly between secondary sources (arws.cz, checked 2026-10-07).
• 2026-03: the Ministry of Labour published a draft Platform Work Act, planned for 2027-01-01: a rebuttable presumption of employment for platform workers, and fines on employers only for undeclared work. It is not law and was not in Parliament as of 2026-09-01; no change to the hidden-mediation rules was reported (leglobal.law, checked 2026-10-07).
• 2026-04: a Czech draft bill for the EU Pay Transparency Directive was published, with application planned from 2027-01-01 in part and 2028-01-01 and 2031-01-01 for the rest. The directive’s deadline of 2026-06-07 passed without a Czech law (leglobal.law, checked 2026-10-07).
• 2026-05-01: the Blue Card threshold is CZK 73,823 gross a month (1.5 times the average gross annual wage of CZK 590,580), until 2027-04-30 (epravo.cz, checked 2026-10-07).
• 2027-01-01: minimum wage will rise to CZK 24,900 a month (CZK 148.30 an hour) under MPSV notice 171/2026, agreed by the Tripartite Council on 2026-08-24 (zakonyprolidi.cz, checked 2026-10-07).

Numbers vendors haven’t updated

• Minimum wage. Rivermate’s Czech page gives CZK 20,800 “as of January 1, 2025”, Borderless AI CZK 18,900 and RemoFirst CZK 17,300; the rate in force is CZK 22,400 from 2026-01-01. Remote’s page shows CZK 22,400 at the top and CZK 20,800 in its payroll block (rivermate.com, hireborderless.com, remofirst.com, remote.com, checked 2026-10-07).
• Employer cost. Deel’s Czech page estimates employer cost at 35% of salary; its own components (24.8% social, 9.0% health, 0.56% accident insurance) add to 34.36%. Our 33.8% covers social security and health insurance only, and the page does not itemise the rest of the gap to 35% (deel.com, checked 2026-10-07).

How we built this page

Facts were collected and checked on 2026-10-07 against Czech legislation (zakonyprolidi.cz), ČSSZ and MPSV material and law-firm commentary, some of it read in summary form. We exported the MPSV register of agencies on the same day (2,448 records) and searched it for each vendor by company name; company details come from ARES, and a link between a company and a brand rests on the name and the parent company. Where a vendor operates through a differently named entity or a partner, our search cannot see it. Vendors are ordered with the confirmed or stated own entities first, by Czech price and completeness of data, then partners, then those that do not disclose; no vendor pays for placement.