Czech Republic increases minimum wage

Posted on 4th January, 2015

Estimated reading time 3 minutes

The Czech Republic increased the minimum wage and related guaranteed salary levels from 1 January 2015.  As well as Czech workers, the increase will affect employees from EU countries seconded to the Czech Republic for more than 30 days in a calendar year.

From 1 January 2015, the minimum salary level increased from CZK 8,500 (approx €309) to CZK 9,200 (approx €334) per month.  The minimum salary level for disabled employees has not been increased and remains at CZK 8,000 (approx €270) per month in cases where the individual’s disability impacts their work performance.  Where work performance of disabled and non-disabled employees is comparable, disabled employees must receive the same salary as their non-disabled co-workers under the new minimum wage levels.

Alongside the minimum wage increase, the 8 guaranteed salary levels have also increased from 1 January 2015, with the highest level now fixed at CZK 18,400 (approx. €670) per month.  The guaranteed salary levels specify the minimum wage levels an employee must receive for more complex work.  In practice, the minimum wage of CZK 9,200 (the 1st level of the guaranteed salary levels) applies only to the simplest work - ie. those with simple repetitive tasks and minimum responsibility, such as cleaners.  The work of a cashier, for instance, would not be considered work of the 1st level and as such would fall under the 3rd level, with a respective guaranteed wage of CZK 11,200 (approx €407) per month.

Further information

For further information or to discuss any of the issues raised, please contact Mr Daniel Vejsada ( or Ms Tereza Erényi (

Content is for general information purposes only.  The information provided is not intended to be comprehensive and it does not constitute or contain legal or other advice.  If you require assistance in relation to any issue please seek specific advice relevant to your particular circumstances.  In particular, no responsibility shall be accepted by the authors or by Abbiss Cadres LLP for any losses occasioned by reliance on any content appearing on or accessible from this article.  For further legal information see our legal page.

Circular 230 disclosure
To ensure compliance with requirements imposed by the IRS and other taxing authorities, we inform you that any tax advice contained in this article (including any attachments) is not intended or written to be used, and cannot be used, for the purpose of (i) avoiding penalties that may be imposed on any taxpayer or (ii) promoting, marketing or recommending to another party any transaction or matter addressed herein.

If you would like to copy or otherwise reproduce this article then you may do so provided that: (1) any such copy or reproduction is for your own personal use or if it is made available to any third party it is done so on a free of charge basis; and (2) the article is reproduced in full together with the contact details, disclaimer and any logos as they appear on each article.