Is funeral leave paid in the Czech Republic?

Yes, for defined close relatives. In 2026, death of a spouse/partner or child generally means 2 paid days + 1 paid day for attending the funeral. Other relatives typically mean 1 paid day for attending the funeral, with an extra paid day if the employee arranges the funeral. For close relatives, up to 5 additional unpaid days may apply.

How many paid days do employees get for their own wedding?

In 2026, employees typically receive 2 days off for their own wedding, with wage compensation for 1 day (the day of the ceremony).

Is a child’s wedding paid leave for the parent?

Typically yes: 1 day with wage compensation to attend the child’s wedding ceremony.

Are doctor appointments paid absences?

They can be paid for the necessary time, if the appointment cannot be reasonably scheduled outside working hours and the employee follows the conditions (necessary time only, nearest suitable facility in practice).

Can employers request proof for statutory leave?

Yes. Employers can request reasonable documentation (e.g., confirmation of appointment time, proof of attendance) without collecting unnecessary sensitive details.

How does job-search leave work in 2026?

In 2026, job-search leave is defined in days (not only half-days per week). Paid time off can apply up to 4 days if employment ends due to specific employer reasons; otherwise, unpaid variants apply. With employer consent, days can be combined.

Czech Payroll -

What “statutory leave” means in Czech payroll

In Czech practice, many excused absences are regulated as other important personal obstacles to work. These rules are mandatory and define both time off and whether the absence is paid (wage compensation) or unpaid.

For international employers, the most common mistake is categorising these absences as vacation “just to make the timesheet work”. In reality, statutory leave impacts payroll compliance (correct wage compensation), audit trail (proof), and sometimes even averages.

Practical rule: Record statutory leave under its own absence codes (paid vs unpaid). Don’t merge it with vacation or sickness — corrections later are always more painful.

Paid vs unpaid: the key distinction

Statutory leave is not automatically paid. In Czech payroll you normally work with two outcomes:

Paid statutory leave: wage compensation is paid by the employer, typically based on average earnings.
Unpaid excused absence: the employer excuses the absence, but there is no wage compensation.

This is why the correct absence type matters: the same “life event” can be paid in one case and unpaid in another.

Disclaimer: This page is a practical overview for 2026. Exact entitlements depend on the specific situation, internal policies, and appropriate documentation of the reason for absence.

Funeral leave

Funeral leave rules in 2026 are clearer than in the past: time off is defined in whole days for key cases, and for close relatives there can be additional unpaid days for bereavement. From a payroll perspective, the key is to split paid days (wage compensation) and any unpaid additional days.

Quick overview (2026)

Life event	Time off	Paid?	Notes for payroll
Death of spouse / partner / child	2 days +1 day	Yes	Typically 2 paid days + 1 paid day for attending the funeral. Record as paid obstacle to work (average earnings). For close relatives, up to 5 additional unpaid days may be available.
Death of parent / sibling / (selected other close relatives)	1 day (+1 day if arranging)	Yes	Usually 1 paid day to attend the funeral; an additional paid day can apply if the employee arranges the funeral. Keep the paid/unpaid split clean in payroll coding.
Additional bereavement time (close relatives)	Up to 5 days	No	Unpaid excused absence intended for bereavement after death of close relatives. Use a separate unpaid statutory leave code (not vacation).

Employers can request reasonable proof for the absence (without collecting unnecessary sensitive details). In practice, most companies store a simple confirmation for audit traceability and payroll checks.

Wedding leave

Wedding leave in 2026 is structured and payroll-friendly:

Employee’s own wedding: typically 2 days off, with wage compensation for 1 day (the ceremony day).
Child’s wedding (parent attends): typically 1 day paid to attend the ceremony.
Parent’s wedding (child attends): typically 1 day unpaid to attend the ceremony.

The most common payroll mistake is paying “two days” by default. Keep it simple: paid compensation applies for the relevant statutory paid portion only.

Doctor visits and medical appointments

Medical appointments are typically handled as excused absences for the necessary time. In 2026, the practical interpretation is still: necessary time only, appointment cannot be reasonably scheduled outside working hours, and the employer can request reasonable confirmation of attendance/time.

For accompanying a family member, similar principles apply: necessity, necessary time, and reasonable documentation.

Job-search leave during notice

In 2026, job-search leave is defined in days (not only “half-days per week”). The paid/unpaid outcome depends on the termination reason and who initiated it.

Paid time off: up to 4 days if employment ends due to specific employer reasons (and certain agreement cases).
Unpaid variants: apply for other termination reasons, with different day limits.
With employer consent, job-search leave days can be combined (so the employee can use them in bigger blocks).

If you work with global HR teams, this is a “hidden” area that often gets missed — but employees do ask for it, and payroll will need the correct paid/unpaid coding.

Other statutory leaves employers forget

Beyond funerals, weddings and medical appointments, these show up frequently in real payroll workflows:

Moving house: paid only if the move is in the employer’s interest; otherwise excused unpaid.
Birth-related accompaniment: excused time for transport/attendance based on necessary time rules.
Official matters / public duties: authority appointments or legal duties can qualify (case-by-case).

The pattern stays the same: identify the reason, confirm paid vs unpaid, define the time scope, and record it correctly in payroll.

Documentation: what employers can ask for

Employers may request documentation to justify statutory leave. The key principle in Czech practice is reasonableness — enough for payroll compliance, without collecting unnecessary personal details.

Rule of thumb: Document the reason and timing of the absence, not the employee’s private situation.

Typical documentation by leave type

Leave type	What is commonly requested	Payroll note
Wedding leave	Invitation, declaration, or confirmation of ceremony date	Used only to confirm eligibility and the correct paid/unpaid split.
Funeral leave	Confirmation of attendance or similar reasonable proof	Attendance confirmation is usually sufficient; avoid collecting sensitive details.
Doctor / medical appointment	Confirmation of appointment time (no diagnosis)	Payroll needs timing only — medical details are not required.

What this prevents: month-end back-and-forth about whether the absence was vacation, sick leave, or statutory leave.

Statutory Leave in the Czech Republic (2026)