The Czech Ministry of Labour and Social Affairs has unveiled draft amendments that would abolish personal fines of up to CZK 100,000 for Czech nationals found working without a contract. Under the proposal, the burden of punishment would shift almost entirely to employers, who would face stiffer sanctions for failing to register staff or pay mandatory social-security contributions.
![Czech Draft Law Would Scrap Fines for Undeclared Work—but Not for Foreigners]()
For organisations or individuals uncertain about which permits are required, VisaHQ can streamline the process of securing Czech employee cards, Blue Cards and other residence documents, providing clear checklists, document reviews and real-time application tracking: https://www.visahq.com/czech-republic/
For the international workforce, however, the bill keeps the existing, much stricter definition of “illegal work.” Any third-country national without a valid employee card, Blue Card, ICT permit or seasonal-work authorisation would still be classed as working illegally and could be expelled or blocked from future residence permits. The ministry argues that foreign-worker breaches pose greater migration-management and security risks than the domestic “švarc” (bogus freelance) system, and therefore warrant tougher treatment. Unions have criticised the proposal as a giveaway to low-cost platforms and staffing agencies, warning that it could depress wages and erode the social-insurance base. Employer federations broadly welcome the change, saying the focus on companies rather than individuals is in line with other EU states, but they are lobbying for a short grace period to adapt payroll systems. For global-mobility managers, the message is clear: ensure that any non-EU assignee in Czechia holds the correct permit and that job duties match what is printed on the residence card. HR teams should also review vendor contracts to confirm that wage records and reporting remain compliant once the new law enters into force—likely in Q3 2026 if parliament approves the draft without major changes.
For organisations or individuals uncertain about which permits are required, VisaHQ can streamline the process of securing Czech employee cards, Blue Cards and other residence documents, providing clear checklists, document reviews and real-time application tracking: https://www.visahq.com/czech-republic/
For the international workforce, however, the bill keeps the existing, much stricter definition of “illegal work.” Any third-country national without a valid employee card, Blue Card, ICT permit or seasonal-work authorisation would still be classed as working illegally and could be expelled or blocked from future residence permits. The ministry argues that foreign-worker breaches pose greater migration-management and security risks than the domestic “švarc” (bogus freelance) system, and therefore warrant tougher treatment. Unions have criticised the proposal as a giveaway to low-cost platforms and staffing agencies, warning that it could depress wages and erode the social-insurance base. Employer federations broadly welcome the change, saying the focus on companies rather than individuals is in line with other EU states, but they are lobbying for a short grace period to adapt payroll systems. For global-mobility managers, the message is clear: ensure that any non-EU assignee in Czechia holds the correct permit and that job duties match what is printed on the residence card. HR teams should also review vendor contracts to confirm that wage records and reporting remain compliant once the new law enters into force—likely in Q3 2026 if parliament approves the draft without major changes.
