2024-08-01-KPMG_Global-Czech_Republic_–_New_Reporting_Requirements_for_Employees_Posted_to_the_Czech_Republic_3页_264kb

Czech Republic – New Reporting Requirements for Employees Posted to the Czech Republic

Core Content

The Czech Republic has introduced new reporting requirements for employers who post workers within the country, effective from 1 July 2024. These changes are part of the Czech government's initiative to digitise administrative processes and improve the efficiency and accuracy of data submission related to worker postings.

Main Changes

1. Notification System Update

• All notifications regarding the commencement of a worker's posting must be submitted exclusively through the new registration portal managed by the State Labour Inspection Office.
• Notifications sent via other means (e.g., email, paper, or old forms) will be considered invalid and disregarded.
• The old online and .PDF forms are no longer available on the Ministry of Labour and Social Affairs (MLSA) portal and have been permanently retired.

2. Changes to Previously-Notified Postings

• For postings notified before 30 June 2024, any termination, extension, or change must be processed under the new rules starting from 1 July 2024.
• Two procedures are available:
  • New Procedure: Retrospective notification of the posting's commencement via the new portal.
  • Transitional Procedure: Submission via .PDF using the old form to the relevant Labour Office branch, only available until 31 December 2024.

3. Employment Documentation Requirements

• Employers must provide proof of the employment relationship.
• All documents must be in Czech or Slovak, or accurately translated into Czech.
• Employers are responsible for the accuracy of translations and must upload the documents during registration through the portal.
• This eliminates the possibility of submitting documents separately, streamlining the process and reducing administrative burdens.

Key Implications

• Compliance is mandatory: Failure to comply with the new rules may result in sanctions.
• Digitisation is central: The new system reflects a broader trend towards digital administration in the Czech Republic.
• Proactive preparation is essential: Employers should familiarise themselves with the new portal and ensure all documentation is prepared and translated in advance.

KPMG Insights

• Employers are advised to become proficient with the new registration portal to avoid complications.
• It is important to monitor updates from the Ministry of Labour and Social Affairs for any further changes or clarifications.
• For assistance, employers can contact qualified immigration counsel or the KPMG Immigration team in the Czech Republic.

Contact Information

• Vojtěch Kotora
  Senior Immigration Consultant
  Tel. +420 222 123 834
  vkotora@kpmg.cz

• Petr Šte Tina
  Senior Immigration Consultant
  Tel. +420 222 123 728
  pstetina@kpmg.cz

Note: KPMG International member firms in the U.S. do not provide immigration or labour law services. However, KPMG Law LLP in Canada can assist with U.S. immigration matters.

Footnote

1. For further information, see the official website of the State Labour Inspection Authority (Státní úrad inspekce práce): Vysilání zahraničnich pracovníků (mpsv.cz).