Hiring with the Employee Card: Requirements & Process in the Czech Republic

Basic Eligibility Requirements for the Employee Card

The Employee Card is designed for non-EU/EEA/Swiss nationals who have a concrete job offer from a Czech employer for a role lasting longer than three months. The job must usually be listed in the Czech Ministry of Labour’s vacancy database and meet minimum salary and working-conditions standards. This route works best for employers hiring into stable, long-term positions where local recruitment alone isn’t sufficient.

Employee Requirements

 
• A confirmed job offer from a sponsoring Czech employer
 
• Qualifications or professional experience relevant to the role
 
• Willingness to work only in the approved role and for the approved employer
 
• A valid passport with sufficient remaining validity
 
• Compliance with general immigration requirements (good character, clean record)

Required Documents for Employees

 
• Valid passport
 
• Employment contract or binding job offer
 
• CV and proof of relevant work experience
 
• Education certificates or vocational qualifications (if required for the role)
 
• Proof of accommodation in the Czech Republic
 
• Criminal record extract from home country (and countries of recent residence)
 
• Medical insurance (as required for the application stage)
 
• Recent passport photos

Required Documents for Employers

 
• Company registration documents and proof of business activity in the Czech Republic
 
• Employment contract meeting Czech labour law standards
 
• Confirmation the role is listed in the Ministry of Labour vacancy register
 
• Job description outlining duties, salary, and working hours
 
• Cooperation with labour-market checks where required

Step-by-Step Process for Sponsoring an Employee Card in the Czech Republic

 
1. The employer identifies the role and confirms it meets Employee Card eligibility criteria.
 
2. The employer lists the vacancy in the Ministry of Labour database and completes any required labour-market steps.
 
3. The employer issues a binding job offer or employment contract to the selected candidate.
 
4. The employee submits the Employee Card application at a Czech embassy or Ministry of Interior office.
 
5. Czech authorities review the application and may request additional documents or clarification.
 
6. Once approved, the employee enters the Czech Republic (if abroad) and completes registration to receive the Employee Card.

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Costs & Fees Employers Are Responsible For to Sponsor an Employee Card

The Czech Republic does not charge high government fees for the Employee Card, but employers should still plan for administrative time and compliance costs associated with sponsorship and onboarding.

Government Fees & Who Pays What

 
• Employee Card application fee: Usually paid by the applicant, though many employers cover it.
 
• Issuance fee: Payable once the card is approved and issued.
 
• Renewal fees: Apply when extending the Employee Card.

Employer Costs vs. Employee Costs

Costs Born By the Employer 

 
• Time and resources to manage job listings, contracts, and sponsorship documents
 
• Optional immigration or legal advisor fees
 
• Internal HR and compliance costs
 
• Relocation or onboarding support (if offered)

Costs Born by the Employee 

 
• Government application and issuance fees (if not employer-covered)
 
• Document preparation costs (translations, notarisation if required)

Costs Covered by Both 

 
• Onboarding compliance and record-keeping required by Czech authorities

Renewal/Extension Fee

Employee Cards are typically issued for up to two years and can be renewed if employment continues. Renewals involve updated documentation and new fees, so employers should plan ahead to avoid gaps in work authorisation.

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Employer Responsibilities to Ensure Compliance

Once the employee is working under an Employee Card, employers have ongoing compliance responsibilities:

 
• Ensure the employee works only in the approved role and for the sponsoring employer.
 
• Notify authorities of material changes, such as role changes, termination, or extended absences.
 
• Maintain compliant employment terms, including salary, hours, and working conditions.
 
• Track expiry dates and support timely renewals of the Employee Card.
 
• Keep records of contracts, payroll, and immigration approvals on file.
 
• Understand penalties for non-compliance, which can include fines or restrictions on future sponsorship.

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Hire Global Talent Your Way with Playroll

Borders shouldn’t limit your hiring strategy. Playroll gives you two flexible options to hire globally. If relocation to the Czech Republic is part of the plan, our visa sponsorship services support you through the Employee Card process – from applications to compliance at every step.

If relocation isn’t required, Playroll’s Employer of Record solution lets you hire talent in their home country. We handle employment, payroll, taxes, benefits, and local compliance so you can onboard quickly and reduce risk, without setting up a local entity. Wherever your next hire is based, we make global employment simple.