In the most far-reaching change to Czech migration rules since the launch of the EU Temporary Protection Directive in 2022, the Ministry of the Interior has introduced a brand-new five-year “special long-term residence” permit for Ukrainians currently in the country under temporary protection. The measure, confirmed by the European Commission on 21 November and published by the ministry on 23 November, is designed to give both refugees and employers a longer planning horizon as the EU-wide protection scheme edges towards its sunset date at the end of 2026.
The programme is deliberately selective. Applicants must prove untaxed annual income of at least CZK 440 000 (≈ €18 000) plus CZK 110 000 for every dependent, present a valid lease or ownership deed, and supply an apostilled police clearance. The ministry estimates that roughly 20 % of the 330 000 Ukrainians in Czechia already meet the threshold, with interest highest among skilled workers in manufacturing and IT. Successful holders will enjoy free access to the labour market without labour-office permission, the right to travel throughout the Schengen Area for 90/180 days, and—after the full five-year term—eligibility to convert to EU long-term residence.
![Czechia Unveils Five-Year “Special Long-Term Residence” Permit for Displaced Ukrainians]()
For corporate mobility teams the new permit removes a major administrative headache. HR departments have been forced to renew temporary-protection documents every 12 months, generating repeated compliance checks and unpredictability in head-count planning. Longer validity will allow employers to put Ukrainian staff on multi-year assignment cycles and to include them in succession planning. Companies should, however, flag the tight documentary requirements: 2025 income will be verified against Czech tax records, and any gaps in health-insurance coverage could jeopardise approval.
Integration NGOs broadly welcome the initiative, noting that it provides displaced families with the stability needed to enrol children in Czech-language schooling and to invest in professional retraining. They caution, however, that migration offices could face a flood of applications; the Interior Ministry has responded by hiring 160 additional case workers and pledging an online booking system by January 2026.
Practical take-away: employers with Ukrainian talent should prepare support letters and tax confirmations now so that staff can file as soon as appointments open. Mobility managers should also review salary levels to ensure they exceed the published income floor and cover any dependants.
The programme is deliberately selective. Applicants must prove untaxed annual income of at least CZK 440 000 (≈ €18 000) plus CZK 110 000 for every dependent, present a valid lease or ownership deed, and supply an apostilled police clearance. The ministry estimates that roughly 20 % of the 330 000 Ukrainians in Czechia already meet the threshold, with interest highest among skilled workers in manufacturing and IT. Successful holders will enjoy free access to the labour market without labour-office permission, the right to travel throughout the Schengen Area for 90/180 days, and—after the full five-year term—eligibility to convert to EU long-term residence.
For corporate mobility teams the new permit removes a major administrative headache. HR departments have been forced to renew temporary-protection documents every 12 months, generating repeated compliance checks and unpredictability in head-count planning. Longer validity will allow employers to put Ukrainian staff on multi-year assignment cycles and to include them in succession planning. Companies should, however, flag the tight documentary requirements: 2025 income will be verified against Czech tax records, and any gaps in health-insurance coverage could jeopardise approval.
Integration NGOs broadly welcome the initiative, noting that it provides displaced families with the stability needed to enrol children in Czech-language schooling and to invest in professional retraining. They caution, however, that migration offices could face a flood of applications; the Interior Ministry has responded by hiring 160 additional case workers and pledging an online booking system by January 2026.
Practical take-away: employers with Ukrainian talent should prepare support letters and tax confirmations now so that staff can file as soon as appointments open. Mobility managers should also review salary levels to ensure they exceed the published income floor and cover any dependants.
