Changes in other important personal obstacles to work
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Changes in other personal obstacles to work
In connection with the so-called Flexi-amendment, which fundamentally changed the Labour Code, some related regulations were also amended. Government Regulation No. 590/2006 Coll., which defines other important personal obstacles to work, was also amended. The changes took effect together with the Flexi-amendment on 1 June 2025.
A new Section 1a was added to Government Regulation No. 590/2006, which responds to the introduction of civil partnerships – the Civil Code defines this as a permanent union between two persons of the same gender from 1 January 2025. The term "spouse" in the Government Regulation now also includes a partner under the Civil Code and a registered partner under the Registered Partnership Act. This means that same-gender couples have the same rights as married couples in terms of personal obstacles at work.
In the following text, the terms "spouse" or "marriage" also include (registered) partners and (registered) partnerships.
Weddings and civil partnerships
Employees are entitled to up to two days off work for their own wedding or civil partnership ceremony, with one day set aside for participating in the ceremony. Wage compensation is provided for the day of the wedding ceremony.
The new law expressly states that leave is granted to employees to attend the following wedding ceremonies (the terminology has been amended):
- Wedding ceremony of a child – one day of paid leave is still provided.
- Wedding ceremony of a parent – one day of unpaid leave is provided.
The right to wage compensation also applies to employees who schedule their own working hours in accordance with a written agreement with their employer (Section 87a of the Labour Code).
Death
Leave with wage or salary compensation:
- In the event of the death of a spouse, partner or child, two days of paid leave are granted, plus one additional day to attend the funeral of these persons.
- In the event of the death of other close relatives (parents, grandparents, grandchildren, siblings of the employee or siblings of the employee's spouse, spouse of the employee's child or persons living with the employee at the time of their death), it is no longer necessary to limit the leave to the "absolutely necessary period" – leave is granted in full days:
- One day to attend the funeral,
- One day if the employee is organising the funeral.
The right to wage compensation also applies to employees who schedule their own working hours in accordance with a written agreement with their employer (Section 87a of the Labour Code).
Additional unpaid leave:
The amendment to Government Regulation 590/2006 reflects the fact that employees take longer than one–two days to come to terms with the loss of a loved one. Since the amendment came into effect, employees may take up to five days of additional unpaid leave in the event of the death of a spouse, partner, child, grandchild, parent, grandparent or sibling.
Accompanying a family member
Time off work to accompany a family member to a healthcare facility or a child to an educational counselling facility is now also granted for the return journey. This means not only for the examination or counselling, but also for the return of the accompanied person.
Searching for new employment
From 1 June 2025, leave to look for new employment will be granted in full days. Even if an employee spends only part of their shift looking for new employment, they will use up a whole day of leave.
The amount of time off depends on the type of termination:
a) Termination pursuant to Section 52(a) to (e) (including an agreement to terminate the employment relationship for the same reasons): leave of up to four days with wage compensation.
b) Termination pursuant to Section 52(f) to (h) of the Labour Code (including an agreement to terminate the employment relationship for the same reasons): leave to look for new employment for a maximum of two days, unpaid.
c) Other termination of employment (not specified in points a) and b), e.g. resignation by the employee): up to four days of unpaid leave.
If the employee uses up their leave and does not find new employment, they may take additional unpaid leave to use the advisory services of the Labor Office:
- in the cases specified in points a) and c), up to one day;
- in the cases specified in letter b), a maximum of two days.
Inability to travel to work
The terminology has been clarified for obstacles to work due to inability to travel to work, which concerns severely disabled employees. Now, not only weather conditions, but also natural disasters and other extraordinary events are considered to be causes for inability to travel.
Author: Blanka Knedlová
Review: Martina Farářová
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