Our infographic "Working in CEE - Labour Law aspects" is a sum-up of working aspects in Central and Eastern European countries such us: Czech Republic, Hungary, Poland, Romania, Slovakia and Ukraine.

1. About Accace
With more than 550 professionals, over 2000 international companies as customers and branches in 13 countries, Accace counts as one of the leading outsourcing and
advisory services providers in Central and Eastern Europe.
Accace offices are located in Bosnia and Herzegovina,Czech Republic, Croatia, Germany, Hungary, Macedonia, Montenegro, Poland, Romania, Serbia, Slovakia,
Slovenia and Ukraine. Locations in other European countries and globally are covered via Accace’s trusted network of partners.
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Execution position Management position
Czech Republic
Hungary
Poland
Romania
Slovakia
Ukraine
Czech Republic
Hungary
Poland
Romania
Slovakia
Ukraine
3 years
5 years
2 years 9 months
3 years
2 years
not specified***
Czech Republic
Hungary
Poland
Romania
Slovakia
Ukraine
40 h/week
40 h/week
40 h/week
40 h/week
40 h/week
40 h/week**
250 h/year
not specifiedmax. 150 hours/year
8 h/week
400 h/year
approx. 120 h/year
Overtime
Working time
*The exact conditions under which overtime can be performed, as well as the exact periods of time (per week, month or year)
are specified in detail in all local legislations.
**UA - The employer may introduce a six-day working week and in this case employees may not work more 7h/day.
Czech Republic
Hungary
Poland
Romania
Slovakia
Ukraine
20 days
20 days
20 - 26 days*
20 days
20 days
24 days
approx. 5 days (special employment conditions)
up to 10 days (workers - according to law)
not specified
not specified
5 days for employees > 33 years old or older
additional 2-32 days (special employment conditions)
Vacation right
(”working” days/year)
Additional leave
(”working” days/year)
*PL - 20 days - if an employee has been employed for less than 10 years, or to 26 days if an employee has been
employed for at least 10 years.
Czech Republic
Hungary
Poland
Romania
Slovakia
Ukraine
approx. 60
30-90*
approx.10-90**
max.20-45***
approx.30-90****
approx. 10-60*****
*HU - Standard 30 days. Where employment is terminated by the employer, the thirty-day notice period shall be extended by
5-60 days, based on total previous employment period.
**PL - Agreements concluded for the probation period: 2 weeks for termination after less than 6 months activity, 1 month after at
least 6 months, 3 months after 3 years. Probation period: 3 days with termination not longer than 2 weeks, 1 week for longer than
2 weeks, 2 weeks for probation period 3 months.
***RO - Max. 20 working days for execution position, max 45 working days for management position.
****SK - 1 month for termination after < 1 year of activity, 2 months for those with 1 - 5 years, 3 months for > 5 years of activity
*****UA - Min. 2 weeks in case of voluntary termination. Min. 2 months in case of staff reduction or liquidation.
Renewal possibilities*
3 months*
3 months
3 months****
3 months
3 months***
3 months**
6 months*
3 months****
6 months
4 months***
3 months**
3 months
WORKING IN CEE
LABOUR LAW ASPECTS
Fixed-term contract duration
x 2 times
x not specified**
x 3 times
x 3 times
x 2 times
*CZ - Not longer than 1/2 of the agreed employment period. Must be agreed in writing.
**PL - In Poland it is concluded a special employment agreement for the trial period.
***RO - For short term contracts may be agreed upon separately, based on contract length, as defined by law.
****UA - In some cases it can be up to 6 consecutive months, but it must be agreed with the Primary Trade Union Organization.
Notice period
Expressed in "working" days
*A contract concluded after the maximum times of renewal will be automatically a contract for indefinite period of time
**HU - The duration of a fixed-term employment relationship may not exceed five years, including the duration of an extended
relationship and that of another fixed-term employment relationship concluded within six months of the termination of the
previous fixed-term employment relationship.
***UA - It is normally based on the type of activity performed.
x not specified
Regular employment contracts for fixed-term
Local legislations define 2 main types of contracts: for indefinite duration and for a definite duration, the latter being subject to a series of conditions
and limitations set by law.
Probation period
During this period, both sides may request employment termination without any restrictions
Working time
Regular contracts*
Vacation rights
Proportional to the worked period
Notice period
Termination without notice is possible and defined by all local legislations. Still, when notice period applies, its length always differs based on the
circumstances the contract termination was initiated