Employment contract amendment template
Changing pay, position, place of work, working hours or the term of employment under the Slovak Labour Code
This document rests on a fixed pattern prepared by Paragrafo; it is not a law firm template. Its wording is not written by AI, only the details from the form are filled in. For a non-standard situation we recommend a solicitor.
Law in force as at
Dohoda o zmene pracovnej zmluvy
- I. Zamestnávateľ
- II. Zamestnanec
- III. Predmet dohody
- IV. Zmeny pracovnej zmluvy
- V. Záverečné ustanovenia
The agreed content of an employment contract can be changed only if the employer and the employee agree on the change. The employer must put the change in writing and give one copy to the employee.
The most common changes are pay, type of work, place of work, working hours or the term of employment. Whatever the amendment does not change continues to apply under the employment contract.
When extending fixed-term employment, the Labour Code limits apply: two years at most and within that no more than two extensions or renewals. A further extension is possible only for the reasons the law lists, which must be stated in the contract.
Who needs this document
- An employer raising an employee's pay
- A company promoting an employee or moving them to another position or site
- An employee agreeing shorter working hours with the employer
- An employer extending fixed-term employment or converting it to an indefinite term
What the document must contain
- Identification of the employer and the employee
- Which employment contract is amended and from when the change applies
- The new wording of each changed term
- For a change in the type of work, also its brief description
- For an extension of a fixed term, the new end date and, for a third extension or beyond two years, the statutory reason
Legal basis
Zákonník práce (Labour Code)
Governs amending the employment contract by agreement, the essential terms of the contract, fixed-term employment, shorter working hours and the maximum weekly working time.
Most common mistakes
A change by notice instead of agreement
The agreed content of an employment contract cannot be changed by a one-sided notice from the employer or the employee. A change applies only if both parties agree on it; the only exception is a transfer to other work in the cases the Labour Code lists.
An extension signed after the term ended
Fixed-term employment ends when the term expires. If the employee keeps working with the employer's knowledge, the employment has become indefinite. An extension must therefore be agreed before the agreed term ends.
An employee without a copy
The employer must put the change of the employment contract in writing and give one copy to the employee.
A change without written information
If a working condition the employer informs the employee about in writing changes, such as the standard weekly working time or its scheduling, the employer must give written information about the change no later than the day it takes effect.
New work without a medical examination
Before concluding an agreement changing working conditions, the employer must arrange a medical examination of the employee where a special regulation requires it. The employer may not ask the employee to pay for it.
A third extension of a fixed term
Fixed-term employment may be extended or agreed again within two years at most twice. If the statutory conditions are not met when the contract is changed, the employment is agreed for an indefinite period.
A missing reason for the extension
A further extension or an extension beyond two years is possible only for the reasons listed in the Labour Code, such as covering for an employee on maternity or parental leave or seasonal work. The reason must be stated in the employment contract.
Shorter hours without looking at pay
An employee on shorter working hours is entitled to pay corresponding to the agreed shorter working time. When changing the hours, the pay should be agreed as well.
Frequently asked questions
Can the employer change the employment contract without the employee's consent?
No. The agreed content of an employment contract can be changed only by agreement. The Labour Code allows only an exceptional transfer to other work in the cases it lists.
Must the amendment be in writing?
Yes. The employer puts it in writing and gives one copy to the employee.
How many times can fixed-term employment be extended?
Within two years it can be extended or agreed again at most twice; a new fixed-term employment starting within six months of the previous one counts too. A further extension or an extension beyond two years is possible only for statutory reasons, which must be stated in the contract.
Employment contract amendment for your business
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