A flexible labor legislation is essential for promoting the creation of new business, growth of established firms and creation of career opportunities. The Central and Eastern European (“CEE”) countries have distinctive employment law frameworks, yet still remain competitive for investors.
Our infographic “Working in CEE – Labour Law aspects” is a sum-up and comparison of working aspects in Central and Eastern European countries such as: Czech Republic, Hungary, Poland, Romania and Slovakia.
Local legislations define 2 main types of contracts: for indefinite duration and for a definite duration. The latter being subject to a series of conditions and limitations set by law.
Fixed-term contract duration
Czech Republic
Hungary
Poland
Romania
Slovakia
Renewal possibilities*
Czech Republic
Hungary
Poland
Romania
Slovakia
During this period, both sides may request employment termination without any restrictions.
Execution position
Management position
Regular contracts*
Czech Republic
Working time: 40h/week
Overtime: max. 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****
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****
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
not specified
Romania
minimum*** 3 days
Slovakia
5 days for employees > 33 years old or older
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