From an employment law perspective, both public holidays and other holidays are considered public holidays. Their division is provided for in Act No. 245/2000 Coll., on public holidays, other public holidays, important days and days of rest. You can find out how the remuneration of work on public holidays is dealt with and how it is from 1 October 2023 with agreements held outside the employment relationship in the article.
Overview of public and other holidays
The following days are public holidays:
- January 1 - Day of the Restoration of the Independent Czech State
- 8 May - Victory Day
- 5 July - Day of the Slavic Heroes Cyril and Methodius
- 6 July - The Day of the Burning of Jan Hus
- 28 September - Czech Statehood Day
- 28 October - Day of the establishment of the independent Czechoslovak state
- 17 November - Day of Struggle for Freedom and Democracy and International Student Day
The following days are considered other holidays:
- January 1 - New Year
- Good Friday
- Easter Monday
- 1 May - Labour Day
- 24 December - Christmas Eve
- 25 December - 1st Christmas Day
- 26 December - 2nd Christmas Day
Remuneration for working on public holidays
Some jobs, by their nature, require employees to work on days that fall on public or other holidays. This is typically the case for continuous work in health care facilities, social services, transport work, animal care and feeding, etc.
Remuneration for working on a public holiday is addressed by the law 262/2006 Coll., the Labour Code, specifically in § 115 for organisations that reward their employees by wage a § 135 for organisations that reward their employees salary.
An employee shall be paid for time worked on a public holiday Preferably time off in lieu for working on a holiday. The employee shall be entitled to compensatory leave to the extent that he/she worked on the public holiday. For this compensatory time off, the employee shall be entitled to wage compensation equal to his average earnings. There shall be no reduction in salary for the period of compensatory time off. The employer must grant compensatory leave for work on public holidays no later than the third calendar month following the work on public holidays or at a differently agreed time.
The employer may agree with the employee to provide a wage supplement of at least the average earnings in lieu of compensatory time off for payroll. For employees who are remunerated by salary, the holiday pay supplement shall be equal to the average hourly earnings per hour of holiday work.
Compensation for the holiday
If the holiday falls on a day that is the employee's working day (he should work his shift on that day) and he does not work that shift because of the holiday, employees who are paid by wages are entitled to a wage replacement in the amount of their average earnings or the part of their wages lost due to the holiday. In the case of employees remunerated by salary, the salary for the day not worked as a result of the holiday shall not be reduced.
Remuneration for work on public holidays in agreements outside the employment relationship
After the amendment of the Labour Code effective from 1 October 2023 they have Claim at an extra cost for working on holidays and replacement for a shift not worked on a public holiday and employees working for their employers on the basis of agreements outside the employment relationship, i.e. a work performance agreement and a work activity agreement.
AVENSIO SW programme
Parameter for generating compensation for holiday
Whether you want to or not to generate compensation for the holiday, or whether you want to generate holiday compensation for agreements as well, set according to parameter No. 32 - Holiday substitute (Main window - Parameters). This parameter is for employees Rewarded hourly wage.
For employees remunerated by a monthly salary is designed Parameter No 180 - Holiday substitute. This parameter is can only be set up with the help of the consultation line (hidden parameter). This parameter sets whether the compensation for time not worked due to a holiday is generated by a proportional part of the monthly wage or by the average earnings. It is also possible to set that you do not want to generate holiday compensation.
Pay codes for holiday compensation
To substitute for a holiday, use the following codes:
- To compensate for the holiday for hourly wages user payroll code with system code 390 - REPLACEMENT HOUR. M
- To compensate for the holiday for monthly wages user payroll code with system code 391 - MONTHLY WAGE HOLIDAY
Wage code for additional pay for working on public holidays
Supplement for work on a holiday is entered using the user pay code with the system set code 186 - holiday allowance
Wage code for working on public holidays + extra pay for working on public holidays
Propagation work on public holidays including additional payment for work on a holiday can be done using a user pay code with the system set code 40 - WORK ON SUNDAY.
Holiday pay for work on public holidays for agreements outside the employment relationship
For assignment of a surcharge for work on a holiday in agreements outside of the employment relationship, use the user pay code with the system code 494 - OON holiday.
Compensation for work on public holidays in agreements outside the employment relationship
Compensation for work on a holiday by entering of these systemic payroll codes:
394 - CUMULATIVE FEAST HOURS. M. - OON - holiday compensation paid at the average of the OON (for agreements remunerated by hourly rate)
395 - HOLIDAY MONTHLY WAGES - OON - holiday compensation paid by monthly salary (for agreements paid by monthly remuneration)
