Mandatory Occupational Health Examinations Czech Republic

Mandatory Occupational Health Examinations Czech Republic

How mandatory occupational health examinations work in the Czech Republic in 2025–2026, when they are still required and what HR and payroll teams should focus on.

Doctor performing a mandatory occupational health examination on an employee in the Czech Republic

Mandatory occupational health examinations Czech Republic are a core legal requirement designed to protect employees’ health and reduce employer liability. They ensure that a person is medically fit for a specific job, or that any restrictions are clearly documented.

Over the last few years, the rules have been simplified for low-risk office roles but tightened for some agreement-based jobs (DPP/DPČ). This article gives a practical, English-language overview for HR, payroll and global employment partners.

Summary Mandatory exams at a glance

  • Purpose: confirm medical fitness for a specific job and document any restrictions or exclusion from certain tasks.

  • Types of exams: entry, periodic, extraordinary and exit checks under the Act on Specific Health Services.

  • 2023 change: periodic exams for non-risk work in categories 1 and 2 are no longer mandatory.

  • 2025 Flexi amendment: from 1 June 2025, entry exams for category 1 jobs are voluntary; category 2+ jobs still require them.

  • DPP/DPČ twist: category 2 jobs under DPP/DPČ must now have an entry exam — employers must know each role’s risk category.

  • Focus for 2026: refine internal processes, documentation and vendor arrangements rather than expect a brand-new law.

1) Why mandatory occupational health examinations matter

In Czech employment law, occupational health examinations sit right between HR paperwork and real-world health and safety. They turn job descriptions and risk assessments into a clear medical opinion: fit, fit with restrictions, or unfit.

For employers they are not just a medical formality, but a compliance and liability tool:

  • they document that the employer checked fitness for work;
  • they help prevent accidents and occupational diseases;
  • they make disputes with labour inspectorates and insurers easier to defend.

This guide focuses on questions HR and payroll teams actually get from managers and international partners: when do you still need an entry exam, when can you skip it, how DPP/DPČ jobs are affected and what to prepare for going into 2026.

2) Types of occupational health examinations

Czech law recognises several types of medical fitness checks:

  • Entry (initial) examination – before an employee starts work in a job where fitness must be assessed.
  • Periodic examination – repeated at defined intervals for higher-risk jobs and specific exposures.
  • Extraordinary examination – for example after an accident, a significant change in health condition or suspicion that the employee may no longer be fit.
  • Exit examination – when leaving some high-risk roles, mainly to document health status after long-term exposure.

At the same time, each job must be assigned to a risk category (1–4). Category 1 covers non-hazardous, typically administrative roles. Categories 3–4 include jobs with significant risk or exposure (noise, chemicals, heavy physical work, etc.). The risk category then determines which exams are mandatory and how often they must be repeated.

3) 2023: fewer periodic exams for non-risk work

From 1 January 2023, the Ministry of Health reduced the administrative burden for employers with non-risk jobs. Periodic occupational medical examinations for employees in categories 1 and 2 (non-risk) are no longer obligatory – they are performed only if requested by the employee or employer.

In practice this means:

  • standard office staff no longer need to be called in for regular check-ups just to meet a formal deadline;
  • if either the employee or employer wants a periodic exam, it can still be arranged and documented;
  • for risk-exposed jobs (higher categories, specific hazards), periodic exams remain fully mandatory and should be planned in advance.

4) 2025 Flexi amendment: entry exams for category 1 become voluntary

The Flexi amendment to the Labour Code and health-services legislation, effective from 1 June 2025, went one step further. For category 1 non-hazardous jobs, the obligation to carry out entry medical examinations was removed.

Key points for HR:

  • if neither side requests a medical check, an applicant for a category 1 job is treated as medically fit by default;
  • both employer and employee still have the right to request an entry exam for category 1 – e.g. for safety-sensitive positions or if there are known health issues;
  • for categories 2–4, entry examinations remain mandatory before work starts.

This makes hiring for typical administrative or remote roles faster and cheaper, but places more weight on proper job classification and internal guidelines (when HR will still send candidates for an exam even if it is not required by law).

5) DPP/DPČ and category 2 jobs: where rules became stricter

While category 1 jobs were simplified, rules for agreement-based work (especially DPP and DPČ) became stricter. For work performed under these agreements in category 2, an entry occupational health examination is now mandatory.

For employers this means:

  • you must know the risk category of each DPP/DPČ role – “it’s only an agreement” is no longer enough;
  • entry exams must be ordered and completed before the person actually starts work in a category 2 role;
  • you should align your occupational health provider contract, referral templates and onboarding checklists with this change.

Need a clear English handbook?

For worked examples, templates and checklists covering Czech payroll, contracts and benefits, download the Czech Payroll Guide 2026.

Open the Czech Payroll Guide 2026 →

6) What to focus on for 2026 and beyond

At the moment there is no announcement of a completely new “2026 reform” of occupational health examinations. Instead, practice is moving towards:

  • targeting mandatory exams at genuinely risk-exposed work;
  • allowing more flexibility and health-promotion programmes for low-risk jobs;
  • clarifying how decisions about medical fitness interact with termination, redeployment and severance.

For HR and payroll teams, the priority for 2026 is to make sure internal processes match the new mix of mandatory and voluntary exams – especially around DPP/DPČ roles and categories 2–4.

7) Practical checklist for HR & payroll teams

Use this quick checklist when designing or reviewing your framework for mandatory occupational health examinations in the Czech Republic:

Need help implementing the rules?

CzechPayroll.com supports global HR, EOR and payroll teams with English-language guidance, templates and consulting for Czech operations.

Talk to a Czech payroll specialist →

8) Common mistakes to avoid

  • Sending every new hire for an entry exam even when the job is clearly category 1 and the law no longer requires it.
  • Assuming DPP/DPČ workers never need exams – category 2 roles now clearly require an entry check.
  • Failing to document risk categories, leaving you exposed in the event of an inspection or accident.
  • Not updating contracts and workflows with occupational health providers after the 2023 and 2025 changes.
  • Ignoring restrictions in medical opinions when planning shifts, overtime or night work.

Disclaimer: This article provides general information only and does not replace official legal or medical advice. Always verify current legislation and ministry guidance before making decisions about occupational health examinations.