International recruitment is important for Czech employers in technology, manufacturing, healthcare and other skill-constrained sectors. The legal process depends first on the worker's nationality and labour-market status.
EU, EEA and Swiss citizens generally do not need a Czech work permit. Third-country nationals without free labour-market access usually need an employee card, Blue Card, intra-company transferee card or another valid work-and-residence basis.
The reporting process changed on 1 April 2026
The Ministry of Labour says that from 1 April 2026 employer notifications for foreign workers must be submitted through the Unified Monthly Employer Report system, JMHZ, using the employee-registration process REGZEC. The previous information-card and notification routes no longer satisfy the reporting obligation.
The filing can be made through the Czech Social Security Administration portal, XML upload, data box or direct payroll-system integration, depending on the channel used.
Employers must verify work authorisation before the start date
For third-country nationals who do not have free access to the labour market, the employer should verify that the employee holds the required authorisation and that the role is compatible with it. MPSV guidance also requires employers to keep records and retain supporting documents.
A signed employment agreement alone is not enough where a work or residence authorisation is required.
EU citizens are simpler, but not invisible
EU, EEA and Swiss workers can work on the same labour-market basis as Czech citizens, but employers still have a notification and record-keeping obligation. The reporting requirement is therefore broader than the work-permit requirement.
For employers scaling quickly, payroll and HR systems should be configured around the post-April 2026 process rather than relying on legacy manual workflows.