Czech Republic: Industrial relations

Original and updating authors: Jaroslav Škubal, Tereza Erényi and Daniel Vejsada, PRK Partners Prague

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Summary

• If a trade union has at least three members in an employer's operations, it has collective bargaining and other rights. (See Trade unions and recognition)
• Statute regulates some aspects of collective bargaining, which may take place at enterprise level or at a higher level (such as industry level). (See Collective bargaining and agreements)
• Employees, or their representatives, are entitled to be informed and consulted by the employer on a range of issues. (See Informing and consulting employees - general)
• In the event of collective redundancies, a special statutory information and consultation procedure applies to employers with 20 or more employees. (See Informing and consulting prior to redundancies)
• In the event of a planned business transfer, both the transferor and the transferee must inform and consult employee representatives or, in their absence, the employees affected. (See Informing and consulting prior to transfers)
• Where there is a recognised trade union, the employer must obtain the union's consent before taking decisions on a number of issues. (See Obtaining prior trade union consent)
• "Community-scale" undertakings or groups of undertakings with headquarters in the Czech Republic must, at the request of employees or their representatives, establish a special negotiating body to negotiate over the establishment of a European Works Council. (See European Works Councils)
• In collective bargaining disputes, trade unions may call a strike only if mediation has failed, and subject to various rules on obtaining support from the employees concerned and notifying the employer. (See Industrial action)
• Employees are entitled to elect and recall one-third of the members of the supervisory board of a joint-stock company that has more than 500 employees. (See Board-level employee representation)