Working in CEE - Labour Law aspects | Infographic
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Our infographic "Working in CEE - Labour Law aspects" is a sum-up of working aspects in Central and Eastern European countries such us: Czech Republic, Hungary, Poland, Romania, Slovakia and Ukraine.
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Working in CEE - Labour Law aspects | Infographic
- 1. About Accace With more than 550 professionals, over 2000 international companies as customers and branches in 13 countries, Accace counts as one of the leading outsourcing and advisory services providers in Central and Eastern Europe. Accace offices are located in Bosnia and Herzegovina,Czech Republic, Croatia, Germany, Hungary, Macedonia, Montenegro, Poland, Romania, Serbia, Slovakia, Slovenia and Ukraine. Locations in other European countries and globally are covered via Accaces trusted network of partners. More about us on www.accace.com | Contact us: accace@accace.com Are you also active on social media? Connect with us: https://www.linkedin.com/company/accace https://plus.google.com/+AccaceGlobalBratislava https://www.facebook.com/Accace https://twitter.com/Accace_Global Execution position Management position Czech Republic Hungary Poland Romania Slovakia Ukraine Czech Republic Hungary Poland Romania Slovakia Ukraine 3 years 5 years 2 years 9 months 3 years 2 years not specified*** Czech Republic Hungary Poland Romania Slovakia Ukraine 40 h/week 40 h/week 40 h/week 40 h/week 40 h/week 40 h/week** 250 h/year not specifiedmax. 150 hours/year 8 h/week 400 h/year approx. 120 h/year Overtime Working time *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 legislations. **UA - The employer may introduce a six-day working week and in this case employees may not work more 7h/day. Czech Republic Hungary Poland Romania Slovakia Ukraine 20 days 20 days 20 - 26 days* 20 days 20 days 24 days approx. 5 days (special employment conditions) up to 10 days (workers - according to law) not specified not specified 5 days for employees > 33 years old or older additional 2-32 days (special employment conditions) Vacation right (working days/year) Additional leave (working days/year) *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. Czech Republic Hungary Poland Romania Slovakia Ukraine approx. 60 30-90* approx.10-90** max.20-45*** approx.30-90**** approx. 10-60 *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 the probation period: 2 weeks for termination after less than 6 months activity, 1 month after at least 6 months, 3 months after 3 years. Probation period: 3 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 activity, 2 months for those with 1 - 5 years, 3 months for > 5 years of activity UA - Min. 2 weeks in case of voluntary termination. Min. 2 months in case of staff reduction or liquidation. Renewal possibilities* 3 months* 3 months 3 months**** 3 months 3 months*** 3 months** 6 months* 3 months**** 6 months 4 months*** 3 months** 3 months WORKING IN CEE LABOUR LAW ASPECTS Fixed-term contract duration x 2 times x not specified** x 3 times x 3 times x 2 times *CZ - Not longer than 1/2 of the agreed employment period. Must be agreed in writing. **PL - In Poland it is concluded a special employment agreement for the trial period. ***RO - For short term contracts may be agreed upon separately, based on contract length, as defined by law. ****UA - In some cases it can be up to 6 consecutive months, but it must be agreed with the Primary Trade Union Organization. Notice period Expressed in "working" days *A contract concluded after the maximum times of renewal will be automatically a contract for indefinite period of time **HU - The duration of a fixed-term employment relationship may not exceed five years, including the duration of an extended relationship and that of another fixed-term employment relationship concluded within six months of the termination of the previous fixed-term employment relationship. ***UA - It is normally based on the type of activity performed. x not specified Regular employment contracts for fixed-term 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. Probation period During this period, both sides may request employment termination without any restrictions Working time Regular contracts* Vacation rights Proportional to the worked period Notice period 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