The wage is according to the provisions of Section 141(1) of the Labour Code payable upon completion of the work, namely no later than the end of the calendar month following the month in which the employee became entitled to the wages or any component thereof.
Within the period in which wages are payable, the employer must negotiate, fix or determine regular wage payment date (see the provisions of Section 141(3) of the Labour Code).
If this day (i.e. the pay date) falls on at Saturday, Sunday or public holiday, wages shall be paid on the next preceding working day, unless the collective agreement or the employer's internal regulations stipulate that this shall be done on the next following working day.
The employer must, according to the provisions of Section 141(4) of the Labour Code pay the employee before the start of the holiday wages payable during the holiday period if the pay date falls during the holiday period, unless the employee agrees on a different (later) pay date. If the payroll technique does not allow it, the employer shall pay the employee a reasonable advance and shall pay the remainder of the wages no later than the next regular pay date following the holiday.
At termination of employment the employer is obliged to pay the employee, at his/her request, the wages for the monthly period to which he/she is entitled on the day of termination of employment. If the payroll technique does not allow it, the employer must pay the employee's salary no later than the next regular pay period following the date of termination of employment. the provisions of Section 141(5) of the Labour Code)
Wages are rounded up to whole crowns and paid in Czech currency (see the provisions of Section 142(1) and (2) of the Labour Code). According to the provisions of Section 143(2) of the Labour Code employees with a place of work abroad can be paid in the agreed foreign currency with their consent.
According to the provisions of Section 142(5) of the Labour Code the employer is obliged to pay the monthly wage bill issue the employee with a written document containing details of the individual components of the wage and the deductions made. If the employee requests it, the employer must provide the documents used to calculate the wage.
An employer may pay an employee's wages to another person, including a spouse or civil partner, in principle only on the basis of a written power of attorney. (see the provisions of Section 142(6) of the Labour Code).
According to the provisions of Section 142(3) of the Labour Code the wage shall be paid at the workplace and during working hours, unless another place of payment and another time have been agreed.
Payment of wages by non-cash means is an exception to this general principle. According to the provisions of Section 143(1) of the Labour Code the employer is obliged, by agreement with the employee, when paying wages or other benefits in cash to the employee, after making any deductions from wages or salary under this Act or special legislation, to pay the amount determined by the employee at his own expense and risk for one payment account designated by the employeeno later than the regular payday, unless a later date is agreed in writing with the employee.
Note: For the sake of completeness, I would like to point out that before the amendment of the Labour Code by Act No. 365/2011 Coll. the wages were paid to the employee's payment account, not to an account designated by the employee.
The same applies to the due date and payment of remuneration from agreements on work performed outside the employment relationship (i.e., agreements on the performance of work, agreements on work activity), remuneration for on-call work and wage compensation (for periods of leave, obstacles to work, etc.) as above regarding the due date and payment of wages. However, the Labour Code allows the employer and the employee to agree on the payment and payment in a different way - e.g. for a longer period than one month or at a different time than the regular payment date. If a lump-sum payment of the agreed remuneration is not due until the entire work task has been completed, the employer shall pay the agreed remuneration on the next pay date after the work has been completed and handed in. the provisions of Section 144 of the Labour Code).
The Labour Code gives its the provisions of Section 56(1)(b) employees right immediately terminate the employment relationshipif the wages, wage compensation or any part thereof has not been paid by the employer within 15 days after the due date. At the same time, according to the provisions of Section 56(2) of the Labour Code the employee is entitled to a wage replacement from the employer in the amount of average earnings for the period corresponding to the length of the notice period.
If the employer fails to provide the employee with wages or other monetary benefits in a proper and timely manner, the employer is in default on the calendar day following the day on which the benefits should have been paid. In this context, the employee may therefore:
- assert your right by bringing an action in court
- to claim interest on late payment at the rate according to Government Regulation No. 142/1994 Coll..
NoteA: Wage in this article includes salary.
