A flexible labor legislation is essential for promoting the creation of new businesses, the growth of established firms and the creation of career opportunities. European countries have distinctive employment law frameworks, yet still remain competitive for investors.
Our infographic on labour law aspects in Europe is a sum-up and comparison of working aspects in European countries such as: the Czech Republic, Hungary, Poland, Romania, Slovakia and the United Kingdom.
Regular employment contracts for fixed-term
Local legislations define 2 main types of contracts: for an indefinite duration and a definite duration. The latter is subject to a series of conditions and limitations set by law.
Fixed-term contract duration
Czech Republic
Hungary
Poland
Romania
Slovakia
The United Kingdom has no minimum or maximum duration for fixed-term employment contracts****
Renewal possibilities*
Czech Republic
Hungary
Poland
Romania
Slovakia
United Kingdom
Probation period
During this period, both sides may request employment termination without any restrictions.
Execution position
Management position
Working time
Regular contracts*
Czech Republic
Working time: 40h/week
Overtime: 150h/year**
Hungary
Working time: 40h/week
Overtime: 250h/year***
Poland
Working time: 40h/week
Overtime: 150h/year****
Romania
Working time: 40h/week
Overtime: 8h/week*****
Slovakia
Working time: 40h/week
Overtime: 150h/year******
United Kingdom
Working time: 35-40 hours/week
Overtime: Uncapped (would be at company discretion)
Vacation rights
Proportional to the worked period
Vacation right (”working” days/year)
Czech Republic
20 days*
Hungary
20 days
Poland
20 – 26 days**
Romania
20 days
Slovakia
20 days****
United Kingdom
min. 20 days plus 8 bank holidays
Additional leave (”working” days/year)
Czech Republic
approx.* 5 days (special employment conditions)
Hungary
up to 7 days depending on the number of children; up to 10 days depending on age
Poland
up to 9 days (5 days of care leave, 2 days of child care, 2 days off work due to force majeure)
Romania
minimum*** 3 days
Slovakia
Aliquot of 365 days for employees who permanently take care of a child
United Kingdom
at company discretion*****
Notice period
Termination without notice is possible and defined by all local legislations. Still, when notice period applies, its length always differs based on the circumstances the contract termination was initiated.
Notice period (“calendar” days)
CZECH REPUBLIC
HUNGARY
POLAND
ROMANIA
SLOVAKIA
UNITED KINGDOM
Our service portfolio covers: