Working in CEE – Labour Law aspects | Infographic

* A contract concluded after the maximum times of renewal will be automatically a contract for indefinite period of time.
** HU – Another fixed-term employment relationship may be concluded within six months from the time of termination of the previous one upon the employers legitimate interests.
*** PL – 2 years and 9 months pertains to a total duration of subsequent contracts

* CZ – A probationary period may not be longer than one half of the agreed period of the employment relationship and must be agreed in writing.
** PL – In Poland it is concluded a special employment agreement for the trial period.
*** RO – Trial/probationary periods for short term contracts may be agreed upon separately, based on contract length, as defined by law. There are also exceptions: the probation period is established depending on the category of employee, type of employment contract etc. For example, disabled employees have at least 45 working days; fixed-term contracts have a different probation period depending on duration etc.

–  mos. – Months

* The exact conditions under which overtime can be performed, as well as the exact periods of time (per week, month or year) are specified in detail in all local legislation.
**HU – Overtime can be increased up to 400 hours/year.
*** PL – Overtime can be increased to 416 hours/year.
****SK – Overtime can be increased up to 400 hours/year (employee consent needed).

* CZ – The law defines the entitlement to additional leave for certain demanding professions.
** PL – 20 days – if an employee has been employed for less than 10 years, or to 26 days if an employee has been employed for at least 10 years; 2 days/year/child  for parents.
*** RO – The law defines the entitlement to additional leave for certain categories of employees (e.g. employees working in difficult/harmful conditions, disabled employees, young people under the age of 18 etc.).
**** SK – 25 working days for employees who are 33 years old or older.

* HU- Standard 30 days. Where employment is terminated by the employer, the thirty-day notice period shall be extended by 5-60 days, based on total previous employment period.
** ** PL – Agreements concluded for definite and indefinite period of time: 2 weeks for termination after less than 6 months activity, 1 month after at least 6 months, 3 months after 3 years; Probation period is not included to the calculation of notice period.
– Probation period: 3 working days with termination not longer than 2 weeks, 1 week for longer than 2 weeks, 2 weeks for probation period 3 months.
*** RO – Max. 20 working days for execution position, max 45 working days for management position.
**** SK – 1 month for termination after < 1 year of employment, 2 months for those with 1 – 5 years, 3 months for > 5 years of employment.