Czech employers must keep detailed working-time records. Everhour supports team rules, approvals, and capacity tracking.
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Czech Labour Code Section 96 requires employers to keep 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. A usable record therefore needs more than one daily total. It needs dated entries tied to the employee, work category, and actual start and end times.
Employees in Czechia must also be allowed, on request, to inspect their working-time account or working-time records and wage account, and to obtain extracts or copies at the employer's expense. That makes clean records practical, not just administrative. A manager should be able to review a week, confirm exceptions, and produce the relevant extract without rebuilding the record from messages or calendar notes.
A Czech working-time entry should identify the employee, date, shift start, shift end, break treatment, project or cost center if used, and whether the time includes overtime, night work, on-call work, or on-call time held. The standard weekly working time is 40 hours, with reduced statutory weekly limits of 37.5 hours for underground mining and multi-shift or continuous operations and 38.75 hours for two-shift operations.
Review should happen before payroll or client billing uses the data. A supervisor checks missing starts or ends, unusually long days, overtime labels, and break records. Employers must provide a meal and rest break of at least 30 minutes after no more than 6 hours of continuous work, or after no more than 4.5 hours for juvenile employees. Records should show enough timing context to confirm that review.
Employer-ordered overtime in Czechia is permitted only exceptionally 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 a balancing period of up to 26 consecutive weeks, or up to 52 consecutive weeks if set by a collective agreement.
Employee time data that identifies a worker is personal-data processing under GDPR and Czech Act No. 110/2019. Czech Labour Code Section 316 separately restricts surveillance-style monitoring, call recording, email checks, and checking employee-addressed mail unless the employer has a serious reason based on the special nature of its activity and gives direct notice of scope and methods. Basic time entry should stay focused on work time, not broad activity surveillance.
A one-off weekly export is enough when a small team needs to total hours, check a short project, or prepare a single internal review. It works when entries are few, corrections are simple, and payroll does not need a repeated approval trail. The record still needs start and end times, overtime labels, and enough detail to answer employee copy requests.
A managed workflow fits ongoing Czech operations with multiple employees, projects, approvers, or client billing. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Those controls keep submitted time stable before payroll, reporting, or billing handoff.
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A Czech employer should record each employee's shift beginning and end, overtime work, night work, work during on-call time, and on-call time held. Czech Labour Code Section 96 names those categories. A daily total alone leaves gaps because it does not show the timing and type of work behind the total.
Employees in Czechia must be allowed, on request, to inspect their working-time account or working-time records and wage account. They must also be able to obtain extracts or copies at the employer's expense. Clear entries, stable approvals, and exportable records make that request easier to handle.
The common mistake is treating overtime as a simple extra-hours bucket without checking the legal category and limits. Employer-ordered overtime is exceptional for serious operational reasons and is capped at 8 hours in any individual week and 150 hours in a calendar year for an employee. The record should separate overtime from ordinary shift time.
For overtime in Czechia, employees are entitled to earned wages plus a premium of at least 25% of average earnings unless the employer and employee agree to compensatory time off for the overtime worked. Payroll review should therefore flag the overtime entry and the chosen compensation route.
Czech time records should not turn into broad workplace surveillance. Czech Labour Code Section 316 bars surveillance-style controls, call recording, email checks, or checking employee-addressed mail without a serious reason based on the special nature of the employer's activity, and direct notice is required when those controls are introduced.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. Managers can approve time before payroll or billing and keep approved records protected from routine edits.
Set rules before hours reach payroll review. Everhour gives teams approvals, lock controls, member limits, weekly capacity, and team groups, creating a cleaner time record for ongoing Czech operations.
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