Answers to the most common questions about the direct employment of foreign workers.
Our candidates are third-country nationals who already reside and work legally in one of the member states of the European Union. They hold a valid residence permit issued for the purpose of employment in that EU state.
Before including a candidate in the process, we always check the validity of their residence documents, the length of their legal stay in the EU and whether they meet the conditions for applying for a Czech residence and work permit.
No. Candidates may legally start employment in the Czech Republic only after the Czech employee card has been successfully arranged for a specific job position and a specific employer.
We handle the entire process administratively on the client's behalf and keep them informed of its status throughout. The worker starts only after all statutory conditions have been met.
The whole process usually takes approximately 90 days from the moment we have the complete documentation of both the candidate and the employer. In some cases it can be arranged faster.
Depending on the particular case and on the procedure of the relevant authorities, the processing time may be slightly extended. We keep the client regularly informed of the current status throughout the process.
The price of the service is set as a one-off fee for each candidate. Its amount depends on the type of job position, the required qualifications and the total number of workers ordered.
For basic manual positions the price starts at CZK 49,000 excluding VAT per candidate. For qualified and specialised professions we prepare an individual price quotation.
When ordering a larger number of workers, we offer a reduced price per candidate. The client always receives the exact price, the payment terms and the scope of the services included before the cooperation begins.
After signing the contract, the client pays a 50% deposit. The remaining part of the price is due after the worker starts employment.
Yes. In the cases set out in the contract we provide the client with a guarantee of a replacement worker.
The specific length of the guarantee, the conditions for claiming it and the situations to which the guarantee does not apply are always stated precisely in the contractual documentation. The client therefore knows the terms of the guarantee before the cooperation begins.
While the employee card is being arranged, the client does not have to deal with the candidate's accommodation or transport.
These practical steps are addressed only once the employee card has been arranged and the worker is ready to start employment. At that stage the employer may arrange accommodation and transport, or we will help the client coordinate them so that the whole start is as simple as possible.
All candidates communicate in English at the level needed for ordinary communication in both a work and a personal environment.
We verify their language skills in advance and present the client only with candidates whose level of communication matches the requirements of the particular job position.
We have an extensive database of candidates and we carefully vet each of them before including them in our offer.
We check their work experience, personal and residence documents, as well as information relating to their previous activity in their home country and in the EU member state where they currently reside. We present the client only with candidates who pass our verification process and meet the requirements of the particular job position.
All costs connected with relocating the worker to the Czech Republic are paid by us and are already included in the price of the service.
The client therefore does not have to expect any further unexpected expenses connected with moving the candidate. Any costs of accommodation and regular transport after the employee starts work are dealt with separately by agreement with the employer.
The Czech employee card is arranged for a specific job position with a specific employer. The worker must therefore start with that employer and perform the agreed employment there for the period laid down by law. If they do not start, stop working or cease to fulfil the purpose of their stay, their residence permit may lapse or be cancelled by the competent authorities.
If the worker does not start or terminates the employment during the agreed guarantee period, we will assess the specific circumstances and, under the conditions set out in the contract, provide the client with a free replacement.
The guarantee does not apply to cases where the worker leaves for reasons on the employer's side, for example because of unpaid wages, failure to comply with the agreed working conditions, inappropriate treatment or another serious breach.
The exact length of the guarantee, the conditions for a free replacement and the cases to which the guarantee does not apply are always clearly stated in the contract before the cooperation begins.
The employer is obliged to comply with the agreed working conditions, to pay the worker the agreed wage properly and on time, and to act in accordance with the applicable labour-law regulations and the regulations governing the employment of foreign nationals.
At the same time, the employer must provide the necessary cooperation in preparing the documentation, fulfil the notification duties and provide the worker with the same statutory conditions as apply to other employees in a comparable position.