The situation
A client’s employment contract template, used in both countries, uploaded
Your client, a logistics company in Ostrava, is opening a depot in Katowice and plans to hire 25 drivers and warehouse staff there. Its HR manager wants to use the Czech contract template, translated into Polish. Your firm runs payroll for both companies and has been asked to check the contract before the first hires.
Payroll sees the consequences of a weak contract every month. The time goes on comparing the template clause by clause with each Labour Code: the terms a contract must contain, the information employees must receive, probation, working time, non-compete clauses, and which Czech habits do not carry over to Poland.
What the research has to settle
The rules behind the answer
- Each Labour Code sets its own essential terms
- Czech law requires an employment contract to state the type of work, the place of work and the start date, with other terms notified to the employee in writing. Polish law sets its own list of contract terms, including the type of contract, working time and remuneration.
- The EU sets the information floor
- The Transparent and Predictable Working Conditions Directive requires employers to inform employees in writing of the essential aspects of their employment early in the relationship. Both countries have implemented it, each deciding what goes in the contract and what in a separate notice.
- In Poland, in writing before work starts
- In Poland the contract, or written confirmation of its terms, must be given to the employee before work begins. A template that is signed on the first day after the shift has started does not meet that rule.
- Non-competes need compensation
- Both countries allow a non-compete clause that runs after employment only if the employee receives compensation at the level the law sets. A post-employment non-compete without it will not hold as drafted.
How it runs in azta
From the question to the document
The question, as you would type it
Attached is our client’s Czech employment contract template, translated into Polish for drivers and warehouse staff in Katowice. Which mandatory terms and information duties under the Polish and Czech Labour Codes are missing, and which clauses, such as probation and the non-compete, will not hold?
You start with
A client’s employment contract template, used in both countries, uploaded
- 01
Upload the template
Add the Czech template and its Polish translation. azta reads both and refers back to the clause behind each finding.
File upload· Pro - 02
Check it against each Labour Code
Ask which mandatory terms and information duties are missing in each country. azta cites the Czech and Polish Labour Codes and the EU directive.
Cited research· Free - 03
Ask about the clauses that travel badly
Ask about probation, working-time arrangements and the non-compete under Polish law. Each answer cites the provision it applies.
Cited research· Free - 04
Draft the review
Ask for a review per country: missing terms, clauses to change, suggested wording. Edit it in Canvas and export it to Word for the HR manager.
Canvas · Ask azta· Pro You send
A review listing missing terms and weak clauses per country, with the rules behind each
What you get
A review listing missing terms and weak clauses per country, with the rules behind each
Contract review · draft
Employment contract template: changes before the Katowice hires
Polish version, missing terms. The template does not state the type of contract or the applicable working-time norm, both required under the Polish Labour Code. The information on daily and weekly rest and notice periods is not given anywhere; we suggest a separate information notice, attached in draft.
Polish version, clauses to change. Clause 9 sets a probation period of four months, longer than Polish law allows; the permitted length for each contract type is in section 2. Clause 14, the post-employment non-compete, provides no compensation and would not hold as drafted.
Czech version. The template contains the essential terms. The four-month probation in clause 9 exceeds the Czech maximum for staff who are not managers and needs shortening, and clause 14 has the same compensation gap as in the Polish version.
Outcomes on your numbers
What azta is worth on this task
Pro pays for itself after
15 minutes a month
At €110 an hour, that is all the time Pro (€27 a month) has to take off your desk to cover its price.
Example figures. Replace them with your own.
- Hours back a year
- 25
- Capacity at your rate
- €2,772
- More contract template reviews a quarter
- 1.4
- Return on Pro
- 8.6×
- Research
- Drafting
- Your review
A scenario you set, not a promise. The hours that come back go to another client, or deeper into this one.
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Book a demoWhat stays with you
- The client’s choices on pay, hours and notice.
- Agreeing changes with the client’s HR and, where needed, its lawyer.
- Sign-off on the final templates.
Frequently asked questions
- Can azta read the template in Czech and Polish?
- Yes. Upload it in either language. azta reads it, answers in yours and refers back to the clause it relied on.
- Does this replace an employment lawyer?
- No. It finds the mandatory rules, compares the template with them and drafts the review. Contentious points and the final wording stay with the client and its lawyer.
- Does it know the client’s collective agreement?
- Only if you upload it. azta reads uploaded agreements alongside the Labour Codes and cites the passage it relied on.
