In 2025, the Czech job market is characterized by unprecedented dynamism: according to current data, up to 37% of companies plan to increase the share of temporary work engagements and seasonal workers, while the stable core of employees remains crucial for long-term development. Why are companies increasingly choosing to combine temporary and permanent work relationships? How is this choice being influenced by digitization, legislative changes, and the pressure to optimize wage costs? These questions are crucial today not only for employers but also for applicants from Ukraine seeking legal and stable employment in the Czech Republic. In the following article, I offer insights backed by long-term practice and specific solutions successfully applied by the COREDO.jobs team across various industries.
Characteristics of Temporary Work and Part-Time Jobs (DPP, DPČ, Agency Employment)
Permanent Employment and Its Variants (Fixed-term vs. Indefinite)
Long-term employment offers the employer a higher level of stability, the possibility of developing know-how, and building corporate culture. A fixed-term contract can address temporary projects or parental leave replacements, while an indefinite contract is ideal for key positions where long-term employee loyalty and retention management are desired.
However, it also requires higher costs for onboarding, employee benefits, and compliance management.
Advantages and Disadvantages of Temporary and Permanent Work
Advantages of Temporary Work and Part-Time Jobs for Companies and Employees
- Work Flexibility: Companies can quickly respond to changes in demand, seasonal fluctuations, or unexpected projects.
- Wage Cost Optimization: Costs for temporary workers are often lower than for permanent employees, especially regarding social and health insurance or benefits.
- Job Mobility: Applicants have the opportunity to gain experience in various fields and quickly adapt to new work environments.
- Scaling Work Teams: In projects with variable capacity, teams can be effectively expanded and reduced without long-term commitments.
Disadvantages of Temporary Work and Part-Time Jobs: Turnover, Motivation, Loyalty
- Job Turnover: Short-term contracts lead to higher turnover, increasing costs for repeated onboarding and burdening HR departments.
- Motivation and Loyalty: Part-timers often lack deeper ties to the company, which may result in lower work efficiency and less willingness to contribute to innovations.
- Compliance and Work Risk: Poorly set processes pose the risk of non-compliance with legislation, especially in areas of pseudo-self-employment or agency employment.
Advantages and Disadvantages of Permanent Employment from Employer’s Perspective
- Stability and Know-how Development: Long-term employment allows for systematic education, knowledge sharing, and corporate culture development.
- Employee Benefits and Satisfaction: Permanent employees are entitled to vacation, benefits, and other advantages, increasing their motivation and loyalty.
- Compliance Management: Work relationships are more controllable in terms of legality and safety.
In some cases, work flexibility may decrease, which is apparent especially in companies with rapidly changing projects.
Changes in DPP, DPČ, and Employment Contracts 2025
Limits and Obligations for DPP and DPČ in 2025
Legislative changes in 2025 tighten limits for DPP and DPČ, particularly regarding the maximum extent of work engagements and the obligation to pay social and health insurance when exceeding set limits. COREDO.jobs experts recommend regularly updating work contracts and checking compliance with current compliance management requirements to minimize the risk of legal disputes.
News in the Labor Code and Their Impact on HR Strategy
The 2025 amendment to the Labor Code reflects the digitization of HR processes, strengthens the protection of employees under agreement, and introduces new obligations in the areas of work time recording and transparency of working conditions.
How to Optimize Wage Costs and ROI
Comparison of Costs for Temporary Workers vs. Permanent Employees
| Type of Engagement | Wage Costs | Contributions and Benefits | Onboarding Costs | Flexibility | Turnover |
|---|---|---|---|---|---|
| Temporary Work (DPP/DPČ, Agency) | Lower to Medium | Lower (according to limits) | Low to Medium | High | High |
| Permanent Employment | Higher | High | High | Lower | Low |
How to Evaluate ROI When Choosing Between Part-Timers and Permanent Employees
- Productivity per Worker
- Onboarding and Adaptation Costs
- Turnover and Recruitment Costs
- Impact on Corporate Culture and Innovation
However, long-term permanent employment brings higher work efficiency and lower costs for repeated recruitment.
When a company’s goal is to reduce costs without compromising operational flexibility, it often faces the decision of whether to utilize temporary workers under DPP/DPČ or invest in permanent employees.
How to Manage Work Relationships in the Digital Age?
Combining Temporary and Permanent Job Positions: Best Practices
COREDO.jobs experts recommend:
- Set clear rules for the work adaptation and onboarding of all types of workers.
- Utilize digital HR tools for managing attendance, performance, and compliance.
- Regularly evaluate employee satisfaction and motivation across all engagements.
Agency Employment and Outsourcing in Project Management
In COREDO.jobs practice, for example, in the banking sector, we implemented a model of temporary staff assignment for project teams, enabling the rapid implementation of new products without the need to expand permanent staff.
These basic mechanisms of effective workforce management connect to another key area:
Work Models and Legal Risks
Risks of Pseudo-Self-Employment and How to Prevent Them
It is recommended to set clear boundaries between employee and entrepreneurial relationships, regularly train HR teams, and utilize digital tools to control the compliance of work contracts with legislation.
Setting Compliance Processes When Combining Work Relationships
COREDO.jobs experts recommend:
- Implement a digital system for recording work hours and contracts.
- Regularly update internal guidelines according to legislative changes.
- Use external audits to verify compliance with the legal framework of employment.
Impacts on Corporate Culture and Innovation
Influence of Temporary Work and Turnover on Team Stability and Innovation
COREDO.jobs experiences in e-commerce show that team diversity brings new perspectives and increases a company’s adaptability, but only if supported by quality onboarding and a clear corporate culture.
Supporting Loyalty and Motivation in Temporary Workers
Increasing employee loyalty and motivation among part-timers and temporary workers requires targeted benefits, transparent communication, and opportunities for professional growth. In COREDO.jobs practice, it has proven effective to offer short-term workers the opportunity to participate in training, bonus programs, and clearly defined career paths for the transition to permanent employment.
How to Choose an Employment Model in a Company
Criteria for Choosing Between Temporary and Permanent Employment Forms
When deciding, I recommend considering:
- Nature of Work: Routine, seasonal, or project tasks are suitable for temporary engagements, while key and strategic positions require permanent employment.
- Need for Flexibility: If a company faces frequent changes in workload, it is advisable to combine work engagements and utilize hybrid models.
- Costs and Compliance: Regularly evaluate the ROI of individual models and monitor legislative changes, especially in the area of DPP and DPČ.
- Corporate Culture and Motivation: Invest in onboarding and adaptation programs for all types of workers.
Examples and Scenarios from Practice (Case Studies)
In hospitality, involving part-timers on DPP proved effective for covering peaks, while key positions remained filled with permanent employees, ensuring service stability and a high level of customer experience.
Based on these criteria, the most suitable form of employment can be chosen depending on the company’s needs, expected work outcomes, and requirements for flexibility and stability of work relationships.
In the next section, we will focus on comparing legislative restrictions and conditions of using individual employment relationships.
Frequently Asked Questions About Temporary and Permanent Work
DPP and DPČ allow for short-term employment with limited work scope and lower contributions, while an employment contract governs a long-term work relationship with a full range of benefits and obligations.
The risk primarily lies in exceeding legal limits, non-compliance, and the possibility of sanctions with poorly set documentation. Regular control and digitization of HR processes are recommended.
Besides financial bonuses, training, career growth opportunities, flexible working hours, and involvement in corporate culture can be offered.
The amendment to the Labor Code strengthens the limits for DPP/DPČ, enhances employee protection, and emphasizes the digitization and transparency of work relationships. Regular updates of internal processes and the use of digital HR tools are recommended.
Using digital onboarding platforms has proven effective, clearly defining work responsibilities, and ensuring regular feedback.
COREDO.jobs’ expertise and experience in this area allow clients not only to minimize risks but also to maximize benefits for their business and employees.
