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Loyalty programme discounts are lawful, but unclear presentation of “club prices” may mislead consumers and expose traders to significant legal and regulatory risks.

FAQ: What Paid Leave Are You Entitled to at Work?

In its judgment 21 Cdo 351/2024, the Supreme Court found that an agency employee’s claim for additional contributions to supplementary pension insurance...

A traditional topic related to the Christmas period and the end of the year are issues related to the use of leave from work – what to do with unused days,...

According to a new ruling by the Supreme Administrative Court (judgment of 1 August 2025, ref. no. 5 As 1/2025–65), the state cannot fine companies for...

The amendment to Act No. 435/2004 Coll., on Employment (hereinafter referred to as the “Amendment”), which was approved at the end of last year, brings...

The term Black Friday is currently associated with a marketing event originating in the USA, which is considered the beginning of the pre-Christmas shopping...

Another amendment to the Labour Code and the Civil Service Act and related regulations (the so-called “flexi amendment”) [1] may come into force as early as...

As spring is approaching, the period of meetings of the highest bodies of business corporations is approaching, which will mainly have decisions on the...

The government’s National Economic Council (NERV) has published a plan to help the economy. According to the advisory body, one of the main pillars of such...

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 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.

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...

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

With the amendment to the Labour Code, the majority of which entered into force on 1 October 2023, there have been, among other things, changes in the area...