{"id":180459,"date":"2023-02-08T15:18:42","date_gmt":"2023-02-08T14:18:42","guid":{"rendered":"https:\/\/arlettipartners.com\/detachement-des-travailleurs-en-republique-tcheque\/"},"modified":"2026-10-26T16:16:45","modified_gmt":"2026-10-26T15:16:45","slug":"detachement-des-travailleurs-en-republique-tcheque","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-republique-tcheque\/","title":{"rendered":"D\u00e9tachement des travailleurs en R\u00e9publique tch\u00e8que"},"content":{"rendered":"\n<p class=\"has-text-align-left wp-block-paragraph\">La loi n\u00b0 262\/2006 Coll. (Code du travail) et la loi n\u00b0 435\/2004 Coll. (loi sur l\u2019emploi), telles que modifi\u00e9es, sont les principales lois r\u00e9gissant le d\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que. Ces lois mettent en \u0153uvre le cadre de l\u2019Union europ\u00e9enne relatif au d\u00e9tachement, notamment la <a href=\"https:\/\/arlettipartners.com\/fr\/directive-96-71-ce-conditions-de-travail-equitables-au-dela-des-frontieres-nationales\/\">directive 96\/71\/CE<\/a>, sa modification par la <a href=\"https:\/\/arlettipartners.com\/fr\/directive-ue-2018-957-modifications-des-regles-de-detachement\/\">directive (UE) 2018\/957<\/a> et les exigences d\u2019ex\u00e9cution pr\u00e9vues par la <a href=\"https:\/\/arlettipartners.com\/fr\/detachements-transnationaux-la-directive-2014-67-ue\/\">directive 2014\/67\/UE<\/a>. Les sections suivantes pr\u00e9sentent un r\u00e9sum\u00e9 des obligations pr\u00e9vues par la l\u00e9gislation nationale et le droit europ\u00e9en en mati\u00e8re de d\u00e9tachement transnational de travailleurs en R\u00e9publique tch\u00e8que.<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Pour un aper\u00e7u du cadre juridique de l\u2019Union europ\u00e9enne relatif au d\u00e9tachement de travailleurs, consultez notre <a href=\"https:\/\/arlettipartners.com\/fr\/reglementation-travailleurs-detaches-directives-ue-detachement\/\">guide sur les directives europ\u00e9ennes relatives aux travailleurs d\u00e9tach\u00e9s<\/a>.<\/p>\n<\/blockquote>\n\n<h2 id=\"preliminary\" class=\"wp-block-heading\">Obligations pr\u00e9alables au d\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Conform\u00e9ment \u00e0 la directive 96\/71\/CE et \u00e0 sa transposition en droit national, les employeurs \u00e9tablis dans les pays de l\u2019UE\/EEE peuvent d\u00e9tacher leurs travailleurs en R\u00e9publique tch\u00e8que dans le cadre d\u2019une prestation de services, \u00e0 condition de remplir les conditions pr\u00e9alables.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Tout d\u2019abord, le d\u00e9tachement doit reposer sur un accord entre l\u2019entreprise qui d\u00e9tache le travailleur et le destinataire des services en R\u00e9publique tch\u00e8que. Une entreprise \u00e9tablie \u00e0 l\u2019\u00e9tranger peut \u00e9galement d\u00e9tacher un travailleur dans son \u00e9tablissement ou dans une entreprise appartenant au m\u00eame groupe en R\u00e9publique tch\u00e8que. Si l\u2019entreprise qui d\u00e9tache le travailleur est une entreprise de travail temporaire, elle peut le d\u00e9tacher aupr\u00e8s d\u2019une entreprise utilisatrice \u00e9tablie en R\u00e9publique tch\u00e8que. Dans tous ces cas, la relation de travail entre l\u2019employeur qui d\u00e9tache le travailleur et ce dernier doit \u00eatre maintenue pendant toute la dur\u00e9e du d\u00e9tachement.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Le d\u00e9tachement de travailleurs entra\u00eene une obligation de d\u00e9claration pour l\u2019employeur, quelle que soit la dur\u00e9e du d\u00e9tachement. Chaque d\u00e9tachement doit \u00eatre d\u00e9clar\u00e9 \u00e0 l\u2019Office national de l\u2019inspection du travail (S\u00daIP) par l\u2019interm\u00e9diaire de son portail d\u2019enregistrement en ligne. Cette obligation doit \u00eatre remplie au plus tard le jour o\u00f9 le travailleur d\u00e9tach\u00e9 commence \u00e0 travailler en R\u00e9publique tch\u00e8que.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019enregistrement n\u00e9cessite notamment les donn\u00e9es suivantes :<\/p>\n\n<ul class=\"wp-block-list\">\n<li>Donn\u00e9es d\u2019identification du travailleur ;<\/li>\n\n\n\n<li>Donn\u00e9es d\u2019identification et adresse du si\u00e8ge de l\u2019employeur qui d\u00e9tache le travailleur et du destinataire des services ;<\/li>\n\n\n\n<li>Nature de la prestation de services ;<\/li>\n\n\n\n<li>Lieu de travail et dur\u00e9e des activit\u00e9s.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Une copie des <strong>documents attestant la relation de travail doit \u00e9galement \u00eatre t\u00e9l\u00e9charg\u00e9e<\/strong>. Les documents r\u00e9dig\u00e9s dans une langue autre que le tch\u00e8que ou le slovaque doivent \u00eatre accompagn\u00e9s d\u2019une <strong>traduction en tch\u00e8que,<\/strong> dont l\u2019exactitude rel\u00e8ve de la responsabilit\u00e9 de l\u2019employeur.<\/p>\n\n<h2 id=\"conditions\" class=\"wp-block-heading\">Conditions de travail et de r\u00e9mun\u00e9ration applicables pendant la mission en R\u00e9publique tch\u00e8que<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">En vertu de l\u2019article 319 du Code du travail, certaines conditions d\u2019emploi pr\u00e9vues par le droit tch\u00e8que s\u2019appliquent aux salari\u00e9s d\u00e9tach\u00e9s. Ces dispositions concernent notamment le temps de travail et les p\u00e9riodes de repos, la s\u00e9curit\u00e9, la sant\u00e9 et l\u2019hygi\u00e8ne au travail, le salaire minimum, les \u00e9l\u00e9ments de r\u00e9mun\u00e9ration suppl\u00e9mentaires, les indemnit\u00e9s, les remboursements de frais, la r\u00e9mun\u00e9ration des jours f\u00e9ri\u00e9s et l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s. En particulier, \u00e0 la suite de la transposition de la directive (UE) 2018\/957, l\u2019obligation de l\u2019employeur en mati\u00e8re de r\u00e9mun\u00e9ration des travailleurs d\u00e9tach\u00e9s a \u00e9t\u00e9 \u00e9tendue \u00e0 tous les \u00e9l\u00e9ments obligatoires de la r\u00e9mun\u00e9ration.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">En ce qui concerne les exigences relatives au salaire minimum, la l\u00e9gislation tch\u00e8que pr\u00e9voit un salaire minimum l\u00e9gal fixe. Toutefois, des conventions collectives sont \u00e9galement n\u00e9goci\u00e9es dans certains secteurs.<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"has-text-align-left wp-block-paragraph\">Ces dispositions tch\u00e8ques s\u2019appliquent, sauf si les droits correspondants pr\u00e9vus par la l\u00e9gislation du pays d\u2019envoi sont plus favorables au travailleur.<\/p>\n<\/blockquote>\n\n<h2 id=\"socialsecurity\" class=\"wp-block-heading\">S\u00e9curit\u00e9 sociale en R\u00e9publique tch\u00e8que<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Lorsqu\u2019un salari\u00e9 est d\u00e9tach\u00e9 en R\u00e9publique tch\u00e8que par un employeur \u00e9tabli dans un pays de l\u2019UE\/EEE, il travaille temporairement en R\u00e9publique tch\u00e8que. Il continue toutefois d\u2019\u00eatre employ\u00e9 dans un autre pays. En vertu des r\u00e8gles europ\u00e9ennes de coordination des syst\u00e8mes de s\u00e9curit\u00e9 sociale, les salari\u00e9s d\u00e9tach\u00e9s \u00e0 l\u2019\u00e9tranger peuvent rester soumis \u00e0 la l\u00e9gislation de s\u00e9curit\u00e9 sociale du pays d\u2019envoi, \u00e0 condition que les conditions applicables soient remplies.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Conform\u00e9ment au r\u00e8glement (CE) n\u00b0 883\/2004, l\u2019entreprise qui d\u00e9tache les travailleurs doit demander \u00e0 l\u2019organisme de s\u00e9curit\u00e9 sociale comp\u00e9tent la d\u00e9livrance d\u2019un <a href=\"https:\/\/arlettipartners.com\/fr\/formulaire-a1-travailleurs-detaches\/\">certificat A1<\/a> pour chaque travailleur d\u00e9tach\u00e9. Ce document indique dans quel pays le titulaire verse ses cotisations de s\u00e9curit\u00e9 sociale. Les travailleurs d\u00e9tach\u00e9s restent donc soumis \u00e0 la l\u00e9gislation de s\u00e9curit\u00e9 sociale du pays dans lequel ils sont employ\u00e9s.<\/p>\n\n<h2 id=\"assignments\" class=\"wp-block-heading\">D\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que d\u2019une dur\u00e9e sup\u00e9rieure \u00e0 12 mois et fin du d\u00e9tachement<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Lorsque la dur\u00e9e du d\u00e9tachement d\u00e9passe 12 mois, les conditions d\u2019emploi \u00e9largies applicables aux d\u00e9tachements de longue dur\u00e9e s\u2019appliquent en vertu de l\u2019article 319a du Code du travail, lorsqu\u2019elles sont plus favorables au travailleur. L\u2019entreprise qui d\u00e9tache le travailleur peut reporter ce seuil \u00e0 18 mois en soumettant une notification motiv\u00e9e par l\u2019interm\u00e9diaire du portail d\u2019enregistrement du S\u00daIP avant l\u2019expiration de la p\u00e9riode initiale de 12 mois.<\/p>\n<p>Les r\u00e8gles tch\u00e8ques suppl\u00e9mentaires excluent celles qui concernent la formation, la modification et la cessation de la relation de travail. Lorsqu\u2019un travailleur d\u00e9tach\u00e9 en remplace un autre qui effectue la m\u00eame t\u00e2che au m\u00eame endroit, leurs p\u00e9riodes de d\u00e9tachement sont cumul\u00e9es pour le calcul du seuil de 12 ou 18 mois.<\/p>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Si le d\u00e9tachement prend fin \u00e0 une date diff\u00e9rente de celle initialement d\u00e9clar\u00e9e, une notification est requise. L\u2019entreprise qui d\u00e9tache le travailleur doit en informer le S\u00daIP par l\u2019interm\u00e9diaire du portail d\u2019enregistrement dans les 10 jours calendaires suivant la fin du d\u00e9tachement. Toute autre modification des informations d\u00e9clar\u00e9es doit \u00e9galement \u00eatre signal\u00e9e dans les 10 jours calendaires suivant la survenance de la modification ou la date \u00e0 laquelle l\u2019employeur en a pris connaissance.<\/p>\n\n<h2 id=\"documents\" class=\"wp-block-heading\">Disponibilit\u00e9 des documents pendant la mission en R\u00e9publique tch\u00e8que<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Les documents n\u00e9cessaires pour d\u00e9montrer le respect des exigences relatives au d\u00e9tachement doivent \u00eatre tenus \u00e0 la disposition des autorit\u00e9s de contr\u00f4le. Les documents utiles aux inspections comprennent notamment les pi\u00e8ces d\u2019identit\u00e9, les permis de travail et les titres de s\u00e9jour, le cas \u00e9ch\u00e9ant, les contrats de travail, les bulletins de paie et les relev\u00e9s du temps de travail.<\/p>\n\n<h2 id=\"penalties\" class=\"wp-block-heading\">Sanctions en cas de non-respect des obligations pr\u00e9vues par la l\u00e9gislation nationale<\/h2>\n\n<p class=\"has-text-align-left wp-block-paragraph\">Les conditions d\u2019emploi tch\u00e8ques applicables en vertu des r\u00e8gles relatives au d\u00e9tachement doivent \u00eatre respect\u00e9es. Les violations de ces dispositions peuvent constituer des infractions administratives et entra\u00eener des sanctions p\u00e9cuniaires. Notamment, le non-respect de l\u2019obligation de d\u00e9claration des travailleurs d\u00e9tach\u00e9s pr\u00e9vue \u00e0 l\u2019article 101a de la loi sur l\u2019emploi peut donner lieu \u00e0 une amende pouvant atteindre 100 000 CZK.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez toutes les obligations et les lignes directrices pour la gestion du d\u00e9tachement des employ\u00e9s en R\u00e9publique tch\u00e8que : les obligations, les documents n\u00e9cessaires et les sanctions applicables en cas de non-conformit\u00e9 avec la l\u00e9gislation en vigueur.  <\/p>\n","protected":false},"author":42,"featured_media":151736,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wpai_generated_summary":"","footnotes":""},"categories":[1716],"tags":[],"country":[1552],"container":[6614],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-180459","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-of-workers-for-provisions-of-services","country-republique-tcheque","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.8 (Yoast SEO v28.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement des travailleurs en R\u00e9publique tch\u00e8que<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez toutes les obligations pour le 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