Regular annual survey of wage and working conditions negotiated in collective agreements.


2018 Results of ISPP in Enterprises

Remuneration – minimum monthly wage rates

The monthly wage rates were agreed on in more than 47% of Enterprise Collective Agreements (ECA) this year. As some employers agree on ranging from-to wage rates in their ECA, the Working Conditions Survey (IPP) monitors only the lowest level of the relevant tariff scale.
The survey results of enterprise collective agreements showed that the dynamics of monthly wage rates negotiated for the 12-scale tariff system has changed in comparison with 2017. While dynamics of development ranged from 5.6% to 8.4% in 2017, dynamics slowed slightly in 2018, reaching levels from 4.0% and 8.0%. This year, dynamics keeps growing tendency in all tariff scales, the highest increase in wage tariffs was recorded for employees with the lowest earnings.

Further the analysis showed considerably different level of the minimum monthly wage rates in individual Trade Unions this year. While the wage level of employers who are part of Trade Union (TU) for Glass, Ceramic & Porcelain reaches only 25,854 CZK per month at the 12th tariff scale, employers of the Trade Union for Mines, Geology and Oil Industry pay 56% higher (40,304 CZK per month) wages at the same tariff.

Wage development

Almost 72% of the analysed enterprise collective agreements regulate the field of wage development, of this 0.5% of the ECA in the form of maintaining the level of the average wage. This year, a growth of any of the wage forms is included in 71.3% of the ECA, which means an increase in ECA by 3.3 p.p. compared to 2017.
The increase wage is not expressed by one figure in enterprise collective agreements, but is represented by several different forms - by increasing the average nominal wage (27% ECA), by increasing wage scales (38.6% ECA), by maintaining real wage (12.9% ECA), by increasing total volume of wage funds (9.2% ECA), or by increasing the average real wage (1.9% ECA). An analysis of the data showed that in 2018 an increase of 5.1% was agreed to in enterprise collective agreements regulating wage increases by increasing the average nominal wage. In ECA in which social partners regulate wage trends by increasing wage scales, the average agreed increase amounts to 5.7%. As concerns agreements in which the wage development is agreed in the form of an increase of the average real wage, the average agreed increase amounts to 2.3%. Hence this year, the growth of the agreed average real wage remained approximately on the same level as in 2017, while the average nominal wage grew by 1.6 p.p. and the wage tariffs grew by 1.4 p.p.

Level of most frequently used premiums

The premiums are an integral and important part of enterprise collective agreements. The survey information on working conditions focuses especially on premiums, which appear most frequently in enterprise collective agreements. Such premiums include namely premiums for overtime work, night work, work on Saturdays and Sundays, work on public holidays and work in difficult conditions. Regarding the number of ECA and an average agreed amount of extra pay, these levels remain on the same level as in 2017.

Almost 85% of enterprise collective agreements include the amount of premium for overtime work. This year a premium for overtime work was agreed to on working days at 43.6% ECA, for overtime work on public holidays (Saturdays and Sundays) at 31.8% ECA and for unspecified overtime work at 40.5% ECA. In the business sector, the average level of the agreed premium for overtime work on working days amounted to 26.3% of average wages and premium for overtime work on Saturdays and Sundays 47.7% of average wages.

An arrangement on wage supplement for night work is included in 82.3% of enterprise collective agreements and its minimum amount is at least 10% of the average earning pursuant to Section 116 of Act No. 262/2006 Coll.
The analysis evaluated the average value of the premiums in enterprises at the level of 11.6% of average earnings with 45.5% of ECA. This premium can be agreed, in accordance with the option stipulated in Sec. 116 of the Labour Code, in a different way, for example in hourly rates (46.4% ECA), when the average value of the premium amounts to 16 CZK per hour.

The premium pay for work on Saturdays and Sundays was agreed to in 78.5% of enterprise collective agreements. The average premium pay reached to 22.9% of average wages this year (71.1% ECA), which means that its value is the same as in 2017. If we compare the agreed values of this premium in individual trade unions, its level is the highest in the TU for banking and insurance with an average value amounting to 42% of average wages. On the contrary, the lowest level of this premium in the amount of 10% of average wages is shown with the TU for catering, hotels and tourism and the TU for postal, telecommunication and newspaper services.

More than 76% of enterprise collective agreements include an agreement for contracting parties on the premium for work on public holidays, where the average amount of this premium amounts to 101.8% of average wages.

59% of enterprise collective agreements include an agreement on the provision of the premium for work in difficult conditions. The analysis recorded that this year maintain the average value of this premium at approximately the same level as in 2017. In 2018 this premium amounts to 8.2 CZK per hour (agreed in 43.5% ECA), 10.4% of the basic rate of minimum wages (agreed in 13.4% ECA) or 10.6% of average wages (agreed in 3.8% ECA).

Canteen meals

The most frequent benefit provided to employees in enterprise collective agreements this year is the employer's contribution to canteen meals. The entitlement to this contribution was agreed in 96% of enterprise collective agreements in 2018.
Of this number, more than half of all employers make a contribution towards canteen meals from expenses in crowns or as a percentage of the meal price. The average amount of the contribution determined as a percentage of the meal price equals 54.5% and approximates the maximum amount specified in Sec. 24 (2)(j)(4) of Act No. 586/1992 Coll., the Income Taxes Act, as amended, for recording these contributions in expenses. The amount of the price paid from the employer's expenses then amounts to 40.5 CZK in 2018. In 14.3% of the ECA, employers contribute to their employees for canteen meals also from a social fund or another fund created from profit. The average contribution agreed to here amounts to 14 CZK per meal or 20.8% of the price of the meal. There is a sample of more than 25% ECA in the survey that contain an agreement on the provision of the canteen catering allowance; however, they do not stipulate the actual amount of such allowance.
This year, the employer's contribution for canteen meals was agreed also for former employees (15% of the ECA), employees during a period of leave (almost 3% ECA) and employees during the period of temporary inability to work (more than 2% ECA).

Employer’s pension plan

Arrangements for the provision of employer contributions towards a pension plan have become another important part of enterprise collective agreements. This year, 62.3% of enterprise collective agreements contained this arrangement, when the average monthly employer contribution increased by 12 CZK compared to 2017 and amounts to 657 CZK. This year the minimum amount of allowance amounts to 500 CZK, and the maximum amount of the granted allowance amounts to 806 CZK. The data analysis showed significant differences in the amount of the contribution of employers covered by individual trade unions. While the maximum average value of the contribution of the employers covered by TU for Science and Research amounts to 383 CZK/month, this contribution is more than 3 times higher for the employers covered by Trade Union of Aviation and amounts to 1,334 CZK/month. The survey has shown that compared to 2017, this year has recorded a slight decrease, by 1.7 p.p. in the number of enterprise collective agreements in which the payment of this contribution is conditioned by fulfilment of specific conditions (agreed in 47.5% ECA). This year’s survey disclosed a certain number of agreements (12.8% of enterprise collective agreements) in which this contribution is determined as a percentage of an employee’s monthly assessment base and averages 3%.

Life insurance

Life insurance contribution is agreed in 25.1% of enterprise collective agreements this year, which is approximately the same number of enterprise collective agreements as in 2017. The average amount of this monthly contribution provided by the employer increased compared to 2017 by 22 CZK and amounts to 633 CZK per month. The minimum allowance amount granted this year is 504 CZK, and the maximum amount of such allowance amounts to 753 CZK.

Social fund

To ensure certain social needs of employees, employers can create a social fund or they can use other social programmes (without differentiation of financial resources). The survey implies that 34.1% of organizations determine in their corporate collective agreements the creation of social funds and 16.2% of organizations create other social programmes. The data analysis has shown that the creation of the social fund is in this year mostly subject to the volume of wages paid, when its average level is 1.9%, like other social programmes. Should the organizations use the appropriations to the social fund in the form of an absolute sum per one employee from profit, such sum amounts to 2,185 CZK or 6,709 CZK for other social programmes. In 9.9% of all corporate collective agreements employers can draw the funds in the form of drawing accounts.

Working time

92.4% of enterprise collective agreements contain an agreement on working time, of which 63.3% specify uniform working time for the whole organization and 29.2% contain an agreement on different working times according to different systems of shift work.

Analysis of data has shown that in 77.3% of enterprise collective agreements, which stipulate uniform working time for the whole organization, the weekly working hours of 37.5 hours/week have been agreed to, while working hours of 40 hours/week have been agreed to in only 21.9% of enterprise collective agreements.

Regarding work in a shift system, the weekly hours have been agreed to as follows: 1-shift system of work - most often the working hours have been agreed to at 40 hours/week (86.1% ECA), 2-shift system of work – 38.75 hours/week (71% ECA), 3-shift system of work – 37.5 hours/week (95.9% ECA) and in continuous system of work – 37.5 hours/week (89.5% ECA).


The Working conditions survey also monitors the range of the holiday leave of employees, providing above the limit specified by the Labour Code, according to which the basic claim for the holiday leave amounts at least to 4 weeks per calendar year. The extended holiday leave was provided in 87.4% of enterprise collective agreements this year. An extension of the holiday leave by one week is arranged in 76.7% of enterprise collective agreements and 2.4% of enterprise collective agreements extend the holiday leave by two weeks.
The survey has shown that only 8.3% of enterprise collective agreements contain an agreement on an increase of leave entitlement in days. The average number of days by which leave was increased amounts to 4.1 days.