Czech employers must keep detailed working-time records, and Everhour helps teams turn tracked hours into usable reports.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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Use this page to create a working-time record that matches the practical obligations Czech employers face. Czech Labour Code Section 96 requires per-employee records showing the beginning and end of worked shifts, overtime work, night work, work performed during on-call time, and on-call time held. The outcome you need is a dated, person-level log that supports payroll review and later inspection.
The record also needs to be usable by the employee. Czech rules require employers to let employees inspect their working-time account or working-time records and wage account on request, and to receive extracts or copies at the employer's expense. Keep entries organized by person, date, category of time, and approval status so the file answers a request without reconstruction.
Each entry should show who worked, the calendar date, the start time, the end time, and the work category. Add separate labels for ordinary shift time, overtime, night work, work during on-call time, and on-call time held. A break field prevents confusion, since employers must provide at least 30 minutes of meal and rest break after no more than 6 hours of continuous work.
A clean line lists the employee, date, work item, start time, end time, break duration, working-time category, total working hours, and any CZK wage or billing reference used downstream. Extra time worked later that day belongs in a second block marked as overtime, rather than being folded into the ordinary shift total for review.
Employee time records identify a worker, so Czech employers process personal data when they collect them. GDPR principles apply, including lawfulness, transparency, purpose limitation, data minimization, storage limitation, and security. Czech Act No. 110/2019 applies GDPR-based processing rules in Czechia. Collect fields that support working-time records, payroll, billing, and project reporting, then avoid extra activity details that do not serve those purposes.
Basic time entry is separate from surveillance. Czech Labour Code Section 316 bars workplace surveillance, call recording, email checks, or checking employee-addressed mail unless a serious reason exists based on the special nature of the employer's activity. If such controls are introduced, the employer must directly inform employees about the scope and methods. Time tracking should stay focused on work-time facts and avoid hidden monitoring.
A simple tracker is enough for a short internal assignment, a client summary, or a manager checking one week of entries before payroll. It works when one person owns the file, the work categories are few, and no one needs approval history. Czechia's statutory detail makes a single weekly total insufficient for employee records because Section 96 centers on start and end times for specific time categories.
Everhour fits the managed-workflow side when tracked time must feed project reporting, billing review, and payroll handoff. Teams can keep time on tasks, then use customizable reports with grouping, filters, date ranges, and exports so managers review consistent records instead of manually rebuilding hours from chat messages, calendars, and spreadsheets.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Czech Labour Code Section 96 requires records of the beginning and end of worked shifts, overtime work, night work, work performed during on-call time, and on-call time held. Keep those categories separate because they connect to different payroll, scheduling, and employee-access questions.
For employee records covered by Czech Labour Code Section 96, one weekly total is not a complete working-time record. The record must show start and end times for the listed categories. Weekly totals still help with review against the relevant statutory weekly limit: 40 hours generally, 37.5 hours for underground mining and multi-shift or continuous operations, and 38.75 hours for two-shift operations.
Flag overtime as its own category, then track whether it was employer-ordered, agreed, or handled through compensatory time off. Employer-ordered overtime is exceptional for serious operational reasons and may not exceed 8 hours in any individual week or 150 hours in a calendar year for an employee. Total overtime may not average more than 8 hours per week over up to 26 consecutive weeks, or up to 52 consecutive weeks if set by a collective agreement.
Overtime normally means earned wages plus a premium of at least 25% of average earnings. The cash premium is not the only lawful settlement route because the employer and employee can agree to compensatory time off for the overtime worked. Record the choice clearly so payroll does not pay a premium and time off for the same hours.
Personal time records fall under GDPR principles and Czech Act No. 110/2019 when they identify a worker. Collect only data tied to working-time records, payroll, billing, or management reporting. Czech Labour Code Section 316 adds a separate limit on surveillance-style controls, requiring a serious reason and direct notice of scope and methods.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns. Managers can group and filter by project metadata, set date ranges, add fields such as member, client, billable time, labor costs, invoice status, and integration custom fields, then export reports in CSV, Excel/XLSX, or PDF.
Everhour Timesheets let users submit weekly project hours or working hours for review. Managers can approve, reject, or partially approve submitted time, and submitted or approved entries stay locked unless the workflow sends them back for correction before payroll or billing uses the totals.
Everhour Reporting turns logged work into grouped, filterable reports with 45+ columns and CSV, Excel/XLSX, or PDF exports, giving Czech teams cleaner payroll, billing, and management review.
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