Working from home in Czechia, the EU and IT

In 2025, 16.9% of employed people in Czechia usually or sometimes worked from home. In the EU the figure was 23.0%. On this measure Czechia ranks 15th of the 27 member states, next to Slovakia (16.8%) and Poland (16.3%).

Source: Eurostat, lfsa_ehomp

How has working from home developed?

Year	Czechia	EU
2019	10.0%	14.5%
2021	14.5%	24.1%
2023	15.1%	22.2%
2025	16.9%	23.0%

Employed people aged 15–64 who usually or sometimes work from home (own calculation from Eurostat data: 100% minus the share answering "never").

Across Europe, working from home peaked in 2021 and then fell slightly. In Czechia the share has gone up almost every year and is 6.9 percentage points higher than in 2019. Most of the growth came from occasional home working: 10.3% of employed people now work from home "sometimes", against 5.4% in 2019. Regular home working applies to 6.6% of employed people, compared with 8.8% in the EU.

The Netherlands has the highest share (52.3%), followed by Sweden (44.5%) and Luxembourg (42.9%). The lowest shares are in Bulgaria (4.0%) and Romania (3.6%).

Source: Eurostat, lfsa_ehomp

What about IT?

Eurostat does not publish working-from-home data by occupation. The Czech Statistical Office (CZSO), however, surveyed businesses with ten or more employees and found that in information and communication activities more than 85% of employees worked from home at least occasionally in 2024. Across the whole economy the figure was 21%. Working from home is allowed by 97% of IT services companies and by 59% of businesses overall.

Source: Czech Statistical Office, Statistika&My (in Czech)

What does the Labour Code say?

The Czech Labour Code calls working from home "remote work". These rules apply:

Written agreement. Remote work is only possible on the basis of a written agreement between the employee and the employer (Section 317(1)). It can be ordered only for the period strictly necessary, where a measure issued by a public authority requires it (Section 317(3)).
Ending the agreement. Either party can terminate the agreement for any reason with 15 days' notice, unless they agree otherwise (Section 317(2)).
Requests from parents and carers. If the employer turns down a request from a pregnant employee, an employee caring for a child under 9, or one caring for a person who depends on the help of others at level II to IV, it must give its reasons in writing (Section 241a).
Costs. The employee is entitled either to reimbursement of costs actually incurred and documented, or to a flat rate for every hour or part-hour of remote work. The parties can agree in writing in advance that no reimbursement is due (Section 190a).

The flat rate for 2026 is CZK 4.70 an hour. In 2025 it was CZK 4.80, so it has gone down by 10 hellers (CZK 0.10). For an eight-hour day that comes to CZK 37.60 (own calculation).

Sources: Labour Code (Act No. 262/2006 Coll.), in Czech, Decree No. 572/2025 Coll. (in Czech)

What does this mean for companies?

In IT, being able to work from home is the norm. 97% of IT services companies offer it, so a company that does not is in a small minority.
The agreement has to be in writing. Without it, remote work is not possible under the law. It is worth setting out in the same agreement how costs will be reimbursed.
Reimbursing costs is mandatory unless the parties have agreed in writing that none is due. The flat rate of CZK 4.70 an hour is one of the two ways to pay it.

Summary

16.9% of employed people in Czechia work from home, against 23.0% in the EU. Czechia ranks 15th, but unlike in the EU, the share is higher than in 2021.
In information and communication, more than 85% of employees at companies with 10 or more staff worked from home at least occasionally in 2024.
Remote work requires a written agreement. The flat-rate allowance for 2026 is CZK 4.70 an hour.

If you are looking for a job in IT, our vacancies, including the type of contract and where the work is done, are on the open positions page. For companies, we help with IT recruitment.

As of 1 November 2026. This article is general information, not legal advice.