Find, hire and employ in Czechia: without opening an entity.
We find your people and our Czech company employs them: CZK payroll, tax and HR, handled in-house. You run the work. EU/EEA and Czech hires are typically live in about 10 working days.
Employed by Humble Hunters s.r.o. · part of Humble Hunters, a Croatian temporary employment agency (Ministry of Labour decisions No. 184/20 & No. 337/20) · 10,500+ people employed through Humble Hunters since 2020.
- CZK payroll
- Employer cost +33.8%
- Min wage 22,400 CZK/mo (2026)
- Payroll & benefits in-house
Trusted by employers like
- INA
- Končar
- Spar
- Hilton
- Kraš
- Studenac
- Arriva
Can a foreign company hire in Czechia without its own entity?
Yes. Through agency employment under the Czech Employment Act, our Czech company, Humble Hunters s.r.o., employs your hire and assigns them to you. Employer contributions are 33.8% on gross. The same worker can be assigned to you for up to 12 consecutive months, and agencies may not place permit-holding foreigners in low-skilled roles.
Your legal employer on paper. Your team in practice.
An Employer of Record lets you employ someone in a country where you have no subsidiary, or where you simply don't want one. "Employer of Record" is a commercial term, not a legal form: in each country we use the route its labour law provides, usually temporary agency work, and we tell you its limits up front. We sign the compliant local contract and carry the employer obligations. You direct the work exactly as you would with your own staff.
YouChoose the person, or let us find them, and direct the work.
- Day-to-day work and goals
- Team, tools and culture
Humble HuntersThe legal employer, carrying the employment obligations.
- Local employment contract
- Monthly payroll and payslips
- Tax and social contributions
- Leave, sick pay and benefits
- Work permit (non-EU)
- Notice and offboarding
No subsidiary to set up. No local payroll, accounting or HR to build. One monthly fee per employee.
Everything an employer is legally on the hook for, handled.
- Locally-compliant employment contract, in language
- Monthly payroll, calculation & payslips
- Tax & social contributions filed and remitted
- All statutory employer costs (Croatia: 16.5% HZZO)
- Mandatory & optional benefits, leave & expenses
- Compliant onboarding and offboarding
- GDPR-compliant data & document handling
- A dedicated local HR contact, not a ticket queue.
From first call to a compliant hire in about 10 working days.
Tell us who & where
We draft & sign (~10 working days if no permit is needed)
We run it monthly (payroll, tax, benefits, compliance)
You manage the work; we handle every employment obligation, incl. offboarding.
From a signed agreement and the candidate's documents to a registered, compliant employment contract. In Croatia and Czechia this covers EU/EEA citizens; in Serbia, Serbian nationals.
The work and residence permit comes first, and its timing depends on the country and the case. In Croatia your company must already operate there. You get a dated plan before you commit.
Built for teams that need people on the ground, fast.
Test a market first
Prove demand in Croatia, Serbia or Czechia before you commit to a permanent legal presence.
An entity isn't worth it
Hiring one or a handful of people doesn't justify the cost and overhead of a local subsidiary.
Stay compliant
Local labour law, payroll and contributions handled by an in-house team, including the limits each country sets on agency work.
Convert a contractor
Move a freelancer onto compliant local employment without misclassification risk.
Hire in days, not months
Skip entity registration: hires who need no permit are typically live and compliant in about 10 working days.
One partner, three markets
Employ across Croatia, Serbia and Czechia with one regional team and a local contract under each country's law.
Not a faceless platform. A licensed regional workforce partner.
| Capability | Humble Hunters | Global EOR platforms |
|---|---|---|
| Local team on the ground (HR·RS·CZ) | In-region specialists | Mostly remote support |
| Registered temporary-work agency in Croatia | Ministry of Labour decisions 184/20 & 337/20 | Varies by provider |
| Can also SOURCE the candidate | Recruitment is our core | Usually not included |
| Non-EU hiring: permits, housing, relocation | In-house, end to end | Permits in some countries |
| Local depth in Croatia, Serbia & Czechia | Own team in all three | Broad coverage, less local depth |
| Founder-led, human, fast | Direct senior contact | Tiered support |
Czechia, backed by regional coverage
We employ your people in Czechia on fully compliant local contracts, payroll, tax and benefits handled in-house. We also cover Croatia and Serbia through a single partner.
| Topic | Czechia | CroatiaHome market | Serbia |
|---|---|---|---|
| Currency | CZK | EUR | RSD |
| Employer contributions | +33.8% (social 24.8% + health 9%) | +16.5% (HZZO) | +15.15% (PIO 10% + health 5.15%) |
| Minimum wage (2026) | 22,400 CZK/mo | €1,050/mo | 371 RSD net/h |
| Legal basis | Agency work, up to 12 months per worker per client | Temporary agency work, up to 3 years on the same tasks | Agency work, for a client registered in Serbia |
| Time to a live hire | ~10 working days (EU/EEA & local hires) | ~10 working days (EU/EEA & local hires) | ~10 working days (Serbian nationals) |
| Minimum annual leave | 4 weeks | 4 weeks | 20 working days |
| Probation, at most | 4 months (8 for managers) | 6 months | 6 months |
| Notice period | 2 months for both sides, whatever the length of service | 2 weeks to 3 months, rising with length of service | At least 15 days when the employee resigns; 8–30 days for dismissal over performance |
| Public holidays (2026) | 13, of which 11 on weekdays | 14, of which 9 on weekdays | 13 days off, 9 on weekdays |
| Working week | 40 hours; ordered overtime up to 150 hours a year | 40 hours; overtime up to 180 hours a year | 40 hours; overtime up to 8 hours a week |
| Sick pay paid by the employer | First 14 days, 60% of reduced average earnings | First 42 days, at least 70% of pay | First 30 days, at least 65% of pay |
| Salary due | Monthly, by the end of the following month | Monthly, by the 15th of the following month | Monthly, by the end of the following month |
| Allowances required by law | None, but overtime, night and weekend work carry set premiums | None, but Sunday work is paid at least 50% extra | Meal and annual-leave allowances, commuting, and 0.4% extra pay per year of service |
| Redundancy severance | 1 to 3 months' pay, depending on length of service | After 2 years: ⅓ of monthly pay per year of service, up to 6 months' pay | ⅓ of monthly pay per year of service |
| Country guide | Czechia EOR guide | Croatia EOR guide | Serbia EOR guide |
Rates are 2026 statutory values (Croatia +16.5% HZZO; Serbia +15.15% PIO and health; Czechia +33.8% social and health). Minimum wages change on 1 January 2027: Serbia 405 RSD net/h, Czechia 24,900 CZK/mo, Croatia's 2027 figure is pending. Actual employer cost depends on gross salary and benefits, request a country quote. Employment basics are statutory minimums as of October 2026 under the Croatian Labour Act, the Serbian Labour Law and the Czech Labour Code; collective agreements and contracts can improve on them.
What it costs and takes to employ in Czechia
Czechia gives you access to deep, EU-integrated talent pools, with the highest statutory employer burden of our three markets. Here's what shapes the real cost, timeline and legal frame of a Czech hire in 2026.
Social security 24.8% plus health insurance 9% on the employer side, budget for this on top of gross pay when you model a Czech salary.
The statutory monthly minimum, rising to 24,900 CZK on 1 January 2027; guaranteed-wage tiers raise the floor for more demanding roles. Salaries and our monthly fee are billed in CZK.
Skilled and professional non-EU hires use the Employee Card, which combines work and residence. Agencies may not assign permit holders to low-skilled roles; for those your company employs directly.
For EU/EEA and Czech candidates, from a signed agreement to a compliant contract, run in-house by our local Czech team, no entity registration to wait on.
In detailHiring in Czechia
Legally, an EOR in Czechia is agency employment under the Employment Act, which requires a permit from the Ministry of Labour and Social Affairs (MPSV). Equal pay and conditions apply, and the same worker can be assigned to the same client for at most 12 consecutive months unless the worker asks for longer or covers parental leave.
Standard terms follow the Czech Labour Code, including statutory paid leave and notice periods, with contracts drafted in Czech and English and every payroll, tax and contribution return filed for you.
Czechia's higher contribution rate makes accurate budgeting essential, request a country quote and we'll model the full employer cost for a specific gross salary before you commit.
Estimate your statutory employer cost
Pick a market and enter a gross monthly salary to see the indicative monthly cost per employee: gross salary plus 2026 statutory employer contributions. Our service fee comes on top and is confirmed in your quote.
The agreed gross salary, before employer contributions.
How many people you plan to hire, we multiply the per-employee cost.
- Gross salary
- €1,500
- Health insurance (HZZO) (16.5%)
- + €248
Employer contributions
€1,748
per employee / month
Indicative estimate using 2026 statutory employer-side rates (Croatia +16.5% HZZO; Serbia +15.15% PIO and health; Czechia +33.8% social and health). It excludes our service fee and any mandatory allowances or benefits. We confirm the full cost in a written quote.
Frequently asked questions
Yes, through agency employment under the Czech Employment Act (No. 435/2004 Coll.), which requires a permit from the Ministry of Labour and Social Affairs (MPSV). We employ through our Czech company, Humble Hunters s.r.o. The same worker can be assigned to the same client for at most 12 consecutive months, unless the worker asks for longer or covers parental leave, and equal pay and conditions apply.
Czech law does not require the client of an employment agency to be a Czech company. We confirm the contractual setup for your case before you sign.
EU/EEA and Czech candidates are typically live and compliant in about 10 working days after the signed agreement and their documents. Non-EU candidates need an Employee Card first, which takes weeks to months depending on the case.
Czech law does not allow agencies to assign foreign nationals who need a permit to jobs that require only basic or lower-secondary education (Government Regulation No. 64/2009 Coll.). For those roles the worker must be employed directly by your company, and we can support the recruitment. For skilled and professional roles we handle the Employee Card process end to end.
Yes. Recruitment is our core business, we've employed 10,500+ people since 2020. We can source, vet and hire the right person for you, or simply onboard someone you've already chosen.
You do. You direct the work, goals and team exactly as you would with your own staff. We carry the employer obligations in the background: contract, payroll, tax, benefits, HR and compliance.
Your monthly invoice covers the employee's gross salary and the statutory employer contributions, plus one service fee per employee. The fee covers the compliant employment contract, payroll and payslips, filing and paying taxes and contributions, benefits and leave administration, onboarding and offboarding, and a dedicated local HR contact. Recruitment and work-permit support are optional add-ons.
No provider can promise that. Whether your company creates a permanent establishment depends on what your employee does, for example concluding contracts in your name, and on the tax treaty between the countries. We flag the common triggers when we plan the hire; confirm your setup with your tax adviser.
All employee and candidate data is handled in line with GDPR. Contracts, payroll records and personal documents are processed and stored securely by our in-house team, never in an anonymous ticket queue.
Hire your first person in the region, without a subsidiary.
Tell us who you want to hire and we'll come back within one business day with a compliant, in-region plan.
Tell us who you want to hire
Share a few details and we'll map out a compliant, in-region plan, no subsidiary, no guesswork. We reply within one business day.