Tell us which roles and source countries your agency covers so that a suitable, verified Brno request can be matched to you if one arises.
Brno, the capital of the South Moravian Region, is ranked by the Czech Statistical Office among the oldest industrial towns in Central Europe: textile mills first, then engineering works, and around them services tied to exhibition grounds, universities, and hospitals. A partnership linked to Brno means your agency abroad supplies candidates to a Czech firm that looks beyond the domestic market and can document a lawful need for every post.
Three parties share the work. The Brno firm writes the job description, signs the contract, and assumes all employer legal duties. Your agency finds people in its own market and pre-screens them under your country's law. AtoZ Serwis Plus would sit between the two, passing information both ways, helping each side test the other’s claims and keeping a dated file of each step.
Put plainly: no Czech employment agency licence has been issued to AtoZ Serwis Plus, and it runs no premises anywhere in the Czech Republic. It has no Brno vacancies or job orders, and nothing here implies otherwise. Legal responsibility for each job stays with the Czech employer, and the only Czech agency allowed in the chain holds a Ministry of Labour and Social Affairs licence.
We would begin a specific search only if a suitable, verified request arises for a Brno workplace or one elsewhere in South Moravia. Until then, the work is agreeing on the ethod: which trades your agency recruits well, hhoweach side would perform each ccheck how files would be protected, and what candidates would be told at each stage. One rule is non-negotiable: cooperation with AtoZ Serwis Plus never charges candidates, though a payment might be labelled.
According to the Czech Statistical Office, Brno’s industry grew from textiles to engineering and later expanded into woodworking, furniture, paper, food, and chemicals. Across South Moravia as a whole, services carry the larger weight, led by trade, transport, accommodation and catering, while manufacturing keeps an important place. Each activity below asks something different of a partner.
For sector employment figures, use the Czech StatisticalOffice’ss series, not estimates.
Honest sourcing comes first. An advertisement in your country should accurately name the region, trade, contract type, and permit route; never promise a post, a visa, or a travel date; and state that candidates pay nothing to anyone in the chain.
At the first screening, we would collect only two items: a CV and evidence of the core skill. A welder might send a short video of a test weld or a trade certificate; a cook, photographs of plated dishes and a referee; a warehouse operative, proof of forklift training. Identity papers, police certificates,s and diplomas come later, and only those the employer lists in writing.
Language demands vary. A Brno production line may run on Czech instructions with an interpreter at induction, whereas hotel reception or ward assistance needs spoken Czech or English. The firm states the real level; your recruiters test it rather than trust self-assessment.
Fit with conditions matters as much as skill. Someone expecting a city flat who would lodge beside a Znojmo vineyard, or who has never worked nights, may leave early. Giving the full picture before commitment helps retention.
Before your recruiters contact anyone, both parties would agree to test the firm and its request. The public register at justice.cz shows legal form, registered office, statutory representatives and filed accounts. ARES, a Ministry of Finance service, pulls company entries from several state registers, includin including trade licences and VAT, into one search. The VAT payer register shows whether the company carries an unreliable payer flag, and lists the accounts it has disclosed.
A request worth acting on is written and signed by someone with authority to bind the company. It names the workplace in Brno or the wider region, the job title and the CZ-ISCO code used for the vacancy listing, headcount, contract type and length, gross pay, working pattern, any accommodation offer and the person in charge of onboarding.
If an employee card is the route, the post must sit in the Labour Office’s central register of jobs open to card holders, and your agency can ask for the vacancy number and look it up. If a Czech agency is part of the chain, the Labour Office's public agency database makes its licence searchable. The Czech Republic should refuse a proposal to pay a fee for workers placed with a firm without an agency licence, or to call the arrangement a service contract instead of employment: hiring out staff without that licence under the cover of a subcontract is illegal in the Czech Republic.
Candidates reach a Brno workplace on different legal footings, and knowing which footing applies comes before any talk of timing.
Nationals of EU and EEA states, Switzerland, and their family members can take any Czech job without a permit and enjoy the rights of Czech staff. Their employer still reports them before the first shift, and those staying more than 30 daysmust eport their address to the Foreign Police within 30 days of arrival, unless their landlord or hostel does it for them.
Holders of Czech temporary protection, granted to people displaced from Ukraine, also do not need a work permit. Their protection is renewed through registration under Czech rules that follow Council of the EU decisions, and the employer reports their start like any other foreign hire. Your agency may come across such candidates already settled in South Moravia.
Brno firms may also hire, with no permit, people with Czech permanent residence, those granted asylum or subsidiary protection, anyone who graduated from a Czech secondary school or university, and citizens of a short list of countries: Israel, the United States, the United Kingdom, Taiwan, Singapore, South Korea, New Zealand, Japan, Canada and Australia. Full-time students in Czech education also fall under it, a point of real weight in a university city.
Everyone else from outside the EU needs authorisation to work, usually an employee card. Whatever the permit, it covers work on Czech territory alone: it allows short Schengen trips but never a job in Germany, Austria or Slovakia, and a visa-free visit to the Czech Republic does not allow work of any kind.
Most non-EU recruits for Brno would use an employee card, a long-term residence permit whose dual form also authorises work in one named post. The usual order:
Each Czech embassy may accept only a capped number of card applications under government regulation, with separate allowances for government programmes. Those schemes (Highly Qualified Employee, Qualified Employee for nationals of listed countries, and Key and Scientific Staff) give admitted employers priority. Other routes include the EU Blue Card for graduates in a matching post with a salary well above the national average; the card for intra-company transferees; seasonal visas for listed sectors such as agriculture, normally with a Labour Office work permit; and separate Labour Office permits for other situations.
A card holder who wants a different employer must give the Interior Ministry advance notice of the switch and wait for confirmation before starting. As a rule, a move is possible only once an initial period has passed, and a holder whose job ends must report new work within a set time or lose the card—switching to an employment agency as the new employer is ruled out. Parliament’s lower house has approved a new law onforeigners’' entry and residence, which has not taken effect, so partners should watch ipc.gov.cz, the Ministry of the Interior's foreigners portal, for changes.
A foreign worker in Brno is owed the same pay and conditions as Czech colleagues in the same post. The government sets a national minimum wage; private employers must meet only that minimum, because pay scales by job group remain a public-sector feature. Employee card posts cannot pay below it. The written request should list gross pay and premiums, so candidates compare real numbers.
The Labour Code sets 40 hours as the normal week, shorter where two shifts rotate and shorter still in three-shift or non-stop operations, and caps any single shift at 12 hours. Overtime has legal limits, and each extra hour earns a premium of no less than 25 per cent of average earnings where no time off in lieu is granted. Night, Saturday and Sunday hours earn extra under the Labour Code: 10 per cent of average earnings, unless the parties agree another premium, and public holiday work is balanced by time off or extra pay. Workers get a break after no more than six hours, daily and weekly rest, and paid holiday of four weeks or more per year.
Deductions are allowed only as the law permits; check with the employer. Where a job is arranged for a fee, the law bars demanding any payment from the worker; the firm using the service pays. Agency staff placed with a Brno user company may not receive worse terms than comparable direct employees there.
In every employee card file, the future address must be proven by a rental contract, an ownership record, or theowner’ss written consent with a certified signature, unless the owner signs in front of an Interior Ministry official. Employers admitted to a government programme may replace this with their own statement. The address must be a numbered building intended for housing or accommodation.
Anyone who lets beds to foreigners for payment, or lodges more than five of them, must notify the police of every guest within three working days, keep a guest book, and open the premises to inspection. Unfit lodging is unlawful, and each resident must have at least the legal minimum floor space. Ask for the full address, occupants per room, th,e monthly charge and whether it comes out of wages, and never describe housing the employer’st theemployer’ss written confirmation.
Work travel deserves a separate quesBrno’srno’ss transport company runs trams, trolleybuses and buses inside an integrated regional network that suits city sites well. A warehouse beside a motorway junction or a vinSouth in the south may be harder to reach at shift change, so the firm should explain how staff get there. When an employer houses a seasonal worker, it must confirm the agreed wage in the visaKeep documents limiteds, kept to what each stage needs.
Gathering papers too early adds risk and nosDuring the first screening, your agency shouldshouldld hold onlyande CV ane skill evidence; passportscertificates rtificat,es and family details do not belong at that point.
When a Brno firm has picked a candidate and sent its written list, the permit papers can be assembled: a valid passport, photographs, the signed contract or agreement, a criminal record extract from the state of citizenship, proof of where the worker will live and, where the post calls for it, proof of qualifications. Papers generally need to be in Czech or accompanied by a certified translation, and some must be recent as of the filing date.
Privacy law runs alongside every step. Two texts govern candidate data:the EU’ss General Data Protection Regulation and Czech law on personal data processing, with the Office for Personal Data Protection (ÚOOÚ) as supervisor. If candidate files travel from the EU side to your office outside the Union, the parties would sign a transfer safeguard (for instance, the Commission’s model clauses for such transfers) and restrict access to staff who need it.
Each candidate should learn who keeps their file, why, for how long, and how to request deletion, and unsuccessful applicants' files should be destroyed when the agreed period ends.
Interviews can be held via video, and the Brno firm'smanagers make the hiring decisions. Your agency prepares the candidate, books a quiet room and, if needed, an interpreter, and never feeds answers or lets someone else take part in the candidate’s place.
Tests should copy the real work. An engineering firm might send a drawing and ask for the part to be machined at an approved workshop, filmed from first cut to measurement. A hotel might ask a cook for set dishes; a warehouse might check label reading and safe lifting. The pass mark should be fixed in writing before the test so that nobody argues about it afterwards.
Driving posts need extra questions: licence categories, experience with the vehicle type and tachograph use. Lorry and bus drivers must hold the professional competence certificate known as Code 95, and a driver from outside the EU on a Czech payroll may qualify for it in the Czech Republic itself. Permanent residents, and temporary residents whose long-term visa runs beyond one year, must apply within three months to swap a non-EU licence for a Czech one, and drivers whose habitual residence is in the in the Czech get a digital tachograph card Republic Republic. Where trucks cross borders, check driver attestation requirements with the Ministry of Transport.
Log and explain every result, pass or fail.
A thorough briefing before travel helps prevent early problems: the employer's name and address, site, roster, gross pay and deductions, lodging address and house rules, the route to work, who meets the worker, and what to do in an emergency.
The firm has its own list before day one. The contract must be in writing. Each new hire appears in an electronic social security registration filed before the first shift as part of the single monthly employer report, and every foreign recruit, including EU nationals and temporary protection holders, is reported before starting; skipping that report can be treated as undeclared work. A Czechemployer’ss staff fall under public health insurance, and the firm informs the insurer the employee chooses.
The newcomer has duties as well. A non-EU national must tell the Foreign Police where they are staying within three working days of arrival, unless the landlord has already done so, and anyone who entered on a card-collection visa must visit an Interior Ministry office in time to provide biometrics and receive the card.
A welcome sheet in theworker’ss language, listing the Ministry office, the insurer and a nearby Brno clinic, helps all this happen on time.
Care continues after arrival: stay in touch with each worker during the first weeks and relay any concerns about wages, hours, or lodging. Workers should know the State Labour Inspection Office (SÚIP) and its regional inspectorate for the South Moravian and Zlín regions. A complaint may arrive through the inspection portal, a data box, email, a letter or a visit; it costs nothing, and inspectors must not reveal who made it.
Czech law treats as illegal any dependent work disguised as self-employment, work done without a valid permit or outside what it allows, and work by a person whose residence has lapsed or never existed. Employing a foreigner who was not reported before starting can be treated as undeclared work. Inspectorates fine employers heavily for both, and workers can balso e fined
Human trafficking, including forced labour, is a grave criminal offence in the Czech Republic. Nationally, the Interior Ministry coordinates the response and funds a programme that supports and shelters victims, including a multilingual hotline. Anyone who suspects exploitation can alert the police or the labour inspectorate.
Red flags include any fee asked of candidates, offers without a vacancy listing, talk of jobs elsewhere in the EU on a Czech permit, contracts from a company that is not the real employer and pressure to surrender passports. Anyone would stop the process, and the parties would agree in advance how to report it.
The public pages below underpin these rules; open them before advising a candidate, as content changes. National points shared by every regional capital are gathered on the AtoZ Serwis Plus Czech Republic page.caMinistry
If your agency recruits machinists, welders, assemblers, warehouse staff, drivers, cooks, housekeeping teams, or seasonal farm hands, and can screen them to a documented standard, start with an enquiry.Please tell uss your source countries, the trades you know best, your licence or registration at home and how you explain costs and conditions to candidates.
You can register your agency and describe your capacity. If a suitable, verified request arises from a firm in Brno or the South Moravian Region, we would send you the details for review before contacting any candidate, and we would agree the checks set out above in writing first.
If your agency can source and screen candidates for engineering, logistics, hospitality or seasonal farm work in South Moravia, register your details and describe your strengths.
Engineering and manufacturing; logistics around the motorway and rail junction; hotels and catering linked to fairs and congresses; healthcare as the regional centre; and seasonal vineyard and vegetable work in the south of the region. Any request would depend on a verified Brno firm and posts it can lawfully fill.
The Czech Statistical Office places Brno among the oldest industrial towns of central Europe. Textiles came first, followed by engineering, and woodworking, furniture, paper, food, and chemicals came later. That history still shapes the trades local firms may look for in candidates sourced abroad.
The exhibition grounds host international fairs, and the city draws congress visitors. Hotels, caterers and cleaning firms may need extra hands around those dates. Partners should ask whether a Brno post is permanent or tied to event peaks, and never present a short contract as lasting work.
It is. The D1 and D2 motorways meet there; the city is a major rail junction,n and Tuřany has an international airport. Warehouse, forklift and driving posts can result, but each request still needs written details of the site, its access and the shift times.
Most Czech vineyards are in this region. The Břeclav district holds a large share, with more around Hodonín, Znojmo and parts of the Brno-venkov district. Vineyard work is seasonal and rural, so you must arrange lodging and travel separately from any city post.
Brno is the regional healthcare centre, so hospitals and care homes may seek staff—regulated professions such as nursing require qualification recognition before you can practise. Partners should settle the recognition steps with the employer early and never let a nurse travel assuming a diploma will be accepted.
Full-time students in Czech education belong to groups that may work without a permit, and Brno is a large university city, so partners may meet them. They still need a valid residence permit, and their employer reports them before their first shift, like any other foreign hire.
No. AtoZ Serwis Plus has no office in the Czech Republic and no Brno vacancies, job orders, or employer mandates. Details would reach a partner only if a suitable, verified request arises from a firm in the city or the wider region.
The Czech company signing the contract is the employer and carries the legal duties. If a licensed Czech agency employs the worker and assigns them to a Brno user company, the agency is the employer and pays. Conditions must match those of comparable staff at the user.
Search the public register at justice.cz and ARES, then check the VAT payer register for any unreliable-payer flags and disclosed bank accounts. Ask for the Labour Office vacancy number and confirm that the signatory can act for the company.
The site address, job title and CZ-ISCO code, headcount, contract type and length, gross pay, premiums, working pattern, deductions, lodging terms and the onboarding contact, signed by an authorised person. Fill in any gaps before any candidate hears about the post.
Yes, provided the agency holds a Ministry of Labour and Social Affairs licence. It can then employ card holders and assign them, except to work types excluded by government regulation, which includes most low-skilled jobs. You can look the agency up in the Labour Office’s public database.
Not when the contract hides employment. Hiring out staff without an agency licence under the cover of a service deal or subcontract is illegal in the Czech Republic and carries heavy fines. Decline any request where workers would sit on an unlicensed intermediary's payroll.
It combines residence and work in one permit for a non-EU national staying more than three months, tied to one named post. Because of that link, a job or employer change follows its own procedure and cannot simply be agreed to between the worker and a new firm.
In person at a Czech embassy or consulate, citing the vacancy number from the central register. A recruit already lawfully living in the Czech Republic can file at a Ministry of the Interior office instead. The Brno firm does not normally file on the worker's behalf.
Brno firms no longer face the general labour market test for employee card or Blue Card posts; they notify the post,a nd it enters the central register. Partners should still confirm the listing requirements for each Brno vacancy with the Labour Office before giving candidates any timetable.
Its statutory period is 60 days, extendable in complex cases. That is a legal limit on the Ministry of the Interior, not a promise. Embassy appointment availability is separate, so no candidate should be given a Brno start date before approval.
A government regulation caps how many employee card files each Czech embassy or consulate may accept. Once a mission reaches its cap, it stops taking applications for that period. Partners should check appointment availability with the mission concerned before planning interviews.
The Key and Scientific Staff, Highly Qualified Employee and Qualified Employee schemes give admitted employers faster handling and priority embassy slots. The Qualified Employee scheme covers only citizens of listed countries. Whether a Brno firm is admitted should be shown in writing, never assumed.
Possibly, with a university degree (or, where permitted, equivalent professional experience), a post matching it and pay well above the average wage. The Blue Card lasts up to three years, and its holder may switch employer after notifying the Interior Ministry.
Managers, specialists, and trainees transferred within a corporate group from an affiliate outside the EU to a Czech branch or subsidiary, provided they already worked for the group. It suits a group with a Brno site moving its own people, not fresh recruits sourced by an agency.
Agriculture is a listed seasonal sector.For staststays 90 daydaydaysea Schengen visa for seasonal worwoworkrfforer seaseseasonss a long-term seasonal visa. Both normally need a Labour Office work permit, which the grower applies for as part of the process.
Seasonal work, short jobs of up to three months, some business-related stays, traineeships and staff posted by a foreign firm under a contract with a Czech company can require one. Card holders of all three kinds, employee, Blue and intra-company transfer, need no separate permit.
Holders of Czech temporary protection may take work without a permit. Their employer must report them before their first shift. Partners may meet such candidates already living in South Moravia, and they should check their status against their documents before making any offer.
Citizens of EU and EEA states and Switzerland need no permit and have the same rights as Czech staff. The employer reports them before day one, and anyone staying more than 30 days reports their address within 30 days of arrival unless the landlord or hostel does so.
No. A visa-free visit to the Czech Republic does not permit work. Short jobs need the proper visa plus any required work permit. Working without authorisation risks a fine for the worker, and the employer faces penalties for illegal work.
No. Czech permits cover work on Czech territory only. They allow short Schengen trips (90 days within any 180-day window), but a job in a neighbouring state requires that state’s own authorisation, regardless of what a recruiter may claim.
A cardholder without free access must warn the Interior Ministry and may start the new post only after it confirms. A move normally waits until an initial period after the first card has passed, with exceptions, and can never be to an employment agency.
The cardholder must report new work within a set period, or the card lapses. Partners should make sure the worker understands this and knows where to seek advice. Disputes about unpaid wages or notice can go to the labour inspectorate.
The national minimum wage applies, fixed by government regulation, with no separate rate for Brno. Private firms answer to that floor alone; scales by job group belong to the public sector. The employer’s written request should state the gross pay actually offered.
The normal week is 40 hours, fewer for two-shift and non-stop operations, and no shift may run beyond 12 hours. Overtime is capped and carries a premium of 25 per cent or more unless time off is given. The roster belongs in the written request.
Yes. Nights, Saturdays, and Sundays earn extra under the Labour Code: 10 per cent of average earnings, unless the parties agree on another premium, and holiday work is balanced by time off or extra pay. Foreign staff receive these on the same basis as Czech colleagues.
At least four weeks of paid holiday per calendar year under the Labour Code. Staff are alsoentitled tod a break after at most six hours of continuous wor,kplusd daily and weekly rest. Partners should check that the roster leaves room for both.
Deductions are allowed only as the law permits; check them with the employer. The candidate should see the monthly housing charge before signing, and partners should compare the expected net pay with the Brno offer and ask the employer about anything they haven't explained.
A lease, a title deed or a property owner’s confirmation; the owner’s signature must be officially certified or given in person at the Interior Ministry. The building must carry a number and be intended for housing or accommodation. Admitted programme employers may supply their own statement.
Plainly unfit lodging is unlawful, and each resident needs at least the legal minimum of floor space. Landlords taking payment from foreign guests, or lodging more than five,must tell the police about each guest within three working days and log them in a guest book. Ask for photographs and occupancy.
Only where the employer says so in writing, a verbal remark is not enough to call housing free. The request should state who provides the lodging, the monthly charge, any deposit and whether the amount comes out of wages.
The Brno transport company runs trams, trolleybuses and buses within an integrated system that also reaches the surrounding region. Sites near motorway junctions or in the countryside may have thinner services at shift change, so the employer should explain how staff reach the gate.
Near the vines, mostly in the Břeclav, Hodonín and Znojmo districts rather than in Brno. The grower should provide the exact address and travel plan, and if it houses a seasonal worker,, it must confirm the agreed wage in the visa file.
Just two items: a CV and proof of the core skill, such as a welding certificate, a clip of a finished part or a formersupervisor’ss reference. Passports and identity papers come later, and only those named on the Brno firm’s written list once a candidate has been chosen.
Generally yes. Papers should be in Czech or include a certified translation, and some must be recent as of the filing date. The employer and the embassy can confirm which papers and translations a particular file requires, so nothing is translated unnecessarily.
Files fall under the GDPR and Czech personal data law, with ÚOOÚ as supervisor. When records move from the EU side to a non-EU partner, the parties would sign a transfer safeguard, such as standard contractual clauses, and restrict access.
Interviews can be held by video, with thefirm’ss own managers deciding. The partner prepares the candidate, provides an interpreter where needed and logs the outcome. No one may stand in for the candidate, and the employer sets the pass standard before the interview.
A test that copies the job, such as machining a part to a drawing at an approved workshop, filmed from first cut to measurement, or a weld sample assessed against a named standard. The employer should fix the pass mark in writing before the test.
Code 95 professional competence, open to a non-EU driver on a Czech payroll inside the Czech Republic. Permanent residents and temporary residents whose long-term visa runs beyond one year can apply within three months to exchange a non-EU licence. Hauliers running international routes should check driver attestation requirements with the Ministry of Transport.
Municipal offices with extended powers issue digital tachograph cards to drivers whose habitual residence is Cin the zech, Republic and a foreign licence may support the application. The haulier should plan timing so that a new driver is not left idle after arrival.
Notify the Foreign Police of their address within three working days unless the landlord does so. A newcomer holding a card-collection visa must also attend an Interior Ministry office before the deadline to give biometrics and collect the card.
Put the contract in writing, file the electronic social security registration that forms part of the single monthly employer report, and report every foreign hire before day one. A Czech employer’s staff are covered by public health insurance, and the firm informs the chosen insurer.
Yes. Complaints go to the State Labour Inspection Office or its inspectorate for the South Moravian and Zlín regions, via the inspection portal, data box, email, letter or in person. Filing is free, and inspectors must not reveal who complained.
No. Czech law states that when employment is arranged for a fee,the jobseekert maynot be requiredto payr. Cooperation with AtoZ Serwis Plus never charges candidates, whether presented as training, paperwork, visa help, or a deposit.
A fee asked of candidates, no vacancy number, talk of work elsewhere in the EU, a contract from a company that is not the real employer, or pressure to hand over passports. Any one of these should halt the process and be reported.
Trafficking and forced labour are grave crimes in the Czech Republic. Report concerns to the police and the labour inspectorate; the Interior Ministry funds victim support through a multilingual hotline. Keep worker contacts current so problems surface quickly.
Complete the partner registration form with your source countries, trades, home licence and candidate information practices. We can then share a suitable, verified Brno request with you if one arises.
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