Severance Pay Calculator

Q: When am I entitled to severance pay?

You are entitled to severance pay if your employment ended by dismissal from your employer or by agreement for organizational reasons (Section 52(a) to (c) of the Czech Labour Code): closure or relocation of the employer, or redundancy. If your employment ends for health reasons due to a workplace injury or occupational disease (Section 52(d)), you are entitled, since 1 June 2025, not to severance pay but to a one-off compensation under Section 271ca of the Czech Labour Code, amounting to twelve times your average earnings, covered by the employer's statutory insurance.

Q: What is severance pay calculated from?

From your average monthly earnings, calculated from your gross wage for the previous calendar quarter. This is not the same as your base salary: it also includes bonuses and allowances.

Q: When is severance pay due?

After your employment ends, on the nearest regular payday, unless you agree otherwise with your employer. If your employer does not pay, you can send a demand letter and pursue the claim in court.

Q: What if my employer gave a different reason for dismissal just to avoid paying?

This is unfortunately common practice: the dismissal formally cites a different reason (for example, breach of duties), while the real reason is redundancy. You can challenge the invalidity in court within 2 months of the date your employment was to end under the dismissal (Section 72 of the Czech Labour Code). In this situation, I recommend a quick consultation.

Find out in a minute what statutory severance pay you are entitled to. Calculation under Section 67 of the Czech Labour Code.

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Ing. Mgr. Tomáš Beneš, attorney-at-law

Czech Bar Association reg. no. 20354 · Updated 22 July 2026

Average gross monthly earnings (CZK)

Average earnings for the previous calendar quarter, you'll find this on your payslip.

Length of employment (years)

Reason for termination of employment

Organizational reasons (closure or relocation of the employer, redundancy, Section 52(a) to (c) of the Czech Labour Code)Health reasons due to a workplace injury or occupational disease (Section 52(d) of the Czech Labour Code). Since 1 June 2025, this is no longer severance pay but a one-off compensation under Section 271ca of the Czech Labour Code.

This calculation is indicative under Section 67, or Section 271ca, of the Czech Labour Code (as of 2026). It is general information, not legal advice; using this calculator does not create an attorney-client relationship. Your entitlement depends on the specific reason and circumstances of the termination. Not sure? Free consultation.

How severance pay is calculated

The statutory minimum severance pay under Section 67 of the Czech Labour Code depends on the length of your employment:

✓less than 1 year: one times your average monthly earnings
✓1 to 2 years: two times your average monthly earnings
✓2 years or more: three times your average monthly earnings
✓health reasons following a workplace injury or occupational disease: twelve times, since 1 June 2025 in the form of a one-off compensation under Section 271ca of the Czech Labour Code (covered by the employer’s statutory insurance and may be reduced if the employee was at fault)

Your employer may grant higher severance pay under your contract, internal regulations or a collective agreement. If your employer refuses to pay severance at all, or cited a different reason for the dismissal just to avoid paying, I will help you defend your claim.