The recently approved amendment to the labor code introduces new regulations for remote work and imposes stricter conditions for work performed under agreements for performance of activity. Additionally, it expands the employer’s responsibility to provide information regarding employees’ working conditions.
Looking at the amendment from an immigration perspective, the major change is the possibility to sign labor law documents digitally, not just through the “guaranteed electronic signature” method, but also via widely used user-friendly platforms like Signi, DocuSign, and others.
We believe many employers inclined towards digitizing their operations will welcome this new norm. However, will this norm suffice for employee/blue card applications of non-EU nationals?
The current practice of the Immigration Authority, in line with applicable legislation, allows electronic filing of certain documents. However, these must be submitted via the guaranteed electronic signature method.
Will this practice change given the new norm established by the labor code?
We’ve raised this question, but unfortunately, the Immigration Authority will still require documents to be submitted via the guaranteed signature method. This makes electronic filing inconvenient and almost impossible.
Furthermore, Czech embassies only accept hardcopy documents. If a contract signed on Signi or a similar platform is printed, it’s considered a simple copy and would not be acceptable.
Therefore, if a company intends to digitize its labor law processes, it still needs a separate process for its foreign talent.
