GT News

The most famous Chat GPT has been with us for over a year now, and artificial intelligence is slowly making its way into all areas of daily life. Before...

On 21 December 2023, the Court of Justice of the EU ruled in Joined Cases C-38/21, C-47/21 and C-232/21, which were references for a preliminary ruling...

With the consolidation package coming into force, there have been extensive changes in many areas of current legislation, in particular in tax law and in the...

In 2021, a new Building Act was passed, which brought a number of changes. These related mainly to the unification of procedures, increased emphasis on the...

At the beginning of last year, the so-called “digital-amendment” came into force, transposing the requirements of the European Directive on digitisation [1]...

Short-term rentals, which have seen a surge in popularity in recent years, are an increasingly important part of the tourism industry. The growth of this...

On 14 December 2023, the President signed a bill amending Act No. 435/2004 Coll., on Employment, as amended, and other related acts. The amendment is thus likely to enter into force as early as 1 January 2024.

The amendment to the Investment Incentives Act, which we have already informed you about, is currently awaiting publication in the Collection of Laws. The President signed it on 14 December 2023. The amendment can be expected to take effect at the beginning of 2024.

The amendment to the Labour Code brought with it a long-awaited update of the provisions on the delivery of documents between the employee and the employer. This novelty was eagerly awaited especially by employers with a large number of employees, who already relied on electronic communication to a large extent before the amendment – and were in legal uncertainty.

It is the end of the year again and employers and employees are considering what to do with leave not taken. We have decided to prepare a summary of basic information on the topic.

In its judgment of 20 July 2020, Case No. 21 Cdo 3955/2018, the Supreme Court concluded that irrespective of the region, where employees perform their work, and its social and economic conditions (e.g. housing costs, transport costs), employees performing the same work or work of equal value are entitled to the same remuneration. This means that a driver working for the Czech Post in Olomouc is entitled to the same pay as a driver doing the same job for the Czech Post in Prague.

The Transparent Remuneration Directive will be a real revolution – employers will have to fundamentally change their entire approach to employee remuneration. The scope for negotiating starting salaries will essentially be eliminated – the employer will have to publish a minimum starting salary range at the time of recruitment. This will put an end to the employer’s questions such as: And how do you envision your remuneration?

One of the most anticipated changes contained in the amendment to the Labour Code is the legal establishment of the practice of entering into contracts...

This October, the Court of Justice of the European Union (“CJEU”) issued a judgment in Case No: C-660/20, in which it dealt with a preliminary question asked...

This time, the fireworks set off on New Year’s Eve will not only announce the start of 2024, but also the end of the deadline that has been given to property...

The energy price caps, which shielded customers from the soaring costs of the unregulated component of electricity and gas prices throughout last year, will...