Several important immigration and employment compliance developments introduced during 2026 require increased attention from employers of foreign nationals in the Czech Republic. Key updates concern temporary protection holders from Ukraine, implementation of the EU Entry/Exit System (EES), government migration programs, salary thresholds, residence permit administration, and practical challenges associated with JMHZ reporting.
Updates affecting Ukrainian nationals
Since August 5, 2026, individuals aged 18 to 60 who are subject to military obligations in Ukraine must demonstrate compliance with these obligations when applying for temporary protection in the Czech Republic. In practice, applicants are required to provide evidence that their military status is properly registered and maintained in accordance with Ukrainian legislation, typically through documentation issued by the relevant Ukrainian authorities. This requirement does not apply to extensions of existing temporary protection permits.
Temporary protection remains valid until March 31, 2027, with a further extension until March 31, 2028 already approved at EU level.
Government migration programs simplified
As of June 1, 2026, selected government migration programs introduced simplified documentation requirements. Certain highly qualified applicants may now submit a declaration of good conduct instead of providing criminal record certificates from countries of previous residence.
Participants in the Indonesia labor migration project may now change employers six months after the issuance of their Employee Card, aligning the project with other government migration programs. The documentation requirements for participating employers have also been simplified. For example, employers are no longer required to submit proof of being debt-free and confirmation that no fines for illegal employment have been imposed, as these conditions are now verified electronically by the authorities.
New residence permit codes
As of June 1, 2026, new numerical codes have been introduced on residence permits to facilitate the identification of employment conditions.
The new coding system should make it easier for employers and authorities to determine the applicable employment regime and verify work authorization requirements. Existing permits remain valid and do not require replacement.
Entry/Exit System now fully operational
The EU Entry/Exit System (EES) is now fully operational across the Schengen Area. The system replaces passport stamps with electronic records of entries and exits and records biometric information for eligible travelers. The increased transparency of travel records may make it easier for authorities to identify compliance breaches and overstays. Employers should ensure that internationally mobile employees understand applicable travel and immigration rules.
Salary threshold updates
The Czech minimum wage increased to CZK 22,400 per month as of January 1, 2026. The minimum salary threshold for EU Blue Card holders increased to CZK 73,823 gross per month as of May 1, 2026. Employers should review compensation packages for affected foreign employees to ensure ongoing compliance with immigration requirements.
Practical challenges following JMHZ implementation
Several months after the launch of the unified monthly employer’s report (JMHZ), employers continue to adapt to the new reporting framework. While JMHZ was introduced to simplify communication with public authorities and replace multiple reporting obligations with a single submission, practical implementation has revealed several operational and administrative challenges.
Reported concerns include increased administrative workload, data validation issues, system limitations, and uncertainty regarding responsibility for maintaining certain employee data. Professional bodies have also highlighted cases where public authorities continue to request information already available through JMHZ, limiting some of the expected efficiency gains. Discussions with the authorities regarding practical improvements and further system development remain ongoing.
What employers should consider
Employers should review internal processes related to immigration compliance, salary threshold monitoring, reporting obligations and management of foreign employee records. Attention should be paid to temporary protection holders, government migration program participants and JMHZ reporting requirements to minimize compliance risks.
For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:
Petra Bobková
Managing Director
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