{"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":"2024-09-16T10:33:30","modified_gmt":"2024-09-16T08:33:30","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\">La loi n\u00b0 262\/2006 Coll. (Code du travail) et la loi n\u00b0 435\/2004 Coll. (Loi sur l&#8217;emploi) r\u00e9gissent le d\u00e9tachement des travailleurs en R\u00e9publique tch\u00e8que. Ces lois transposent la Directive 96\/71\/CE dans la l\u00e9gislation nationale. Les sections suivantes r\u00e9capitulent les obligations pr\u00e9vues par la l\u00e9gislation nationale et europ\u00e9enne concernant le d\u00e9tachement transnational des 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>Pour plus d&#8217;informations sur le cadre r\u00e9glementaire europ\u00e9en du d\u00e9tachement, consultez notre dossier complet sur les <a href=\"https:\/\/arlettipartners.com\/reglementation-travailleurs-detaches-directives-ue-detachement\/?lang=fr\">directives de l&#8217;UE relatives au d\u00e9tachement des travailleurs.<\/a><\/p>\n<\/blockquote>\n\n<h2 class=\"wp-block-heading\" id=\"adempimenti\">Obligations pr\u00e9alables au d\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que  <\/h2>\n\n<p class=\"has-text-align-left\">Conform\u00e9ment \u00e0 la Directive 96\/71\/UE et \u00e0 sa transposition nationale, les employeurs ayant leur si\u00e8ge dans les pays de l&#8217;UE\/EEE peuvent d\u00e9tacher des employ\u00e9s en R\u00e9publique tch\u00e8que pour la prestation de services, en respectant les obligations pr\u00e9alables pr\u00e9vues.  <\/p>\n\n<p class=\"has-text-align-left\">Tout d&#8217;abord, le d\u00e9tachement doit \u00eatre bas\u00e9 sur un accord entre l&#8217;entreprise d\u00e9tachante et l&#8217;entreprise accueillante en R\u00e9publique tch\u00e8que. Alternativement, le d\u00e9tachement est possible si l&#8217;entreprise \u00e9trang\u00e8re et l&#8217;entreprise tch\u00e8que appartiennent au m\u00eame groupe. Si l&#8217;entreprise d\u00e9tachante est une agence de travail temporaire, le d\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que n&#8217;est autoris\u00e9 que si une relation de travail existe entre le travailleur temporaire et l&#8217;agence pendant toute la dur\u00e9e du d\u00e9tachement.  <\/p>\n\n<p class=\"has-text-align-left\">Le d\u00e9tachement de travailleurs entra\u00eene une s\u00e9rie d&#8217;obligations pour l&#8217;employeur, quelle que soit la dur\u00e9e du d\u00e9tachement.<strong> Chaque d\u00e9tachement doit \u00eatre notifi\u00e9 \u00e0 l&#8217;Office r\u00e9gional du travail comp\u00e9tent, d\u00e9termin\u00e9 en fonction du lieu de la prestation.<\/strong> L&#8217;entreprise d\u00e9tachante doit remplir un formulaire en ligne et l&#8217;envoyer ensuite par e-mail ou par courrier \u00e0 l&#8217;autorit\u00e9 comp\u00e9tente. Le formulaire doit \u00eatre envoy\u00e9 au plus tard un jour avant le d\u00e9but de l&#8217;activit\u00e9.<\/p>\n\n<p class=\"has-text-align-left\">L&#8217;enregistrement n\u00e9cessite la saisie des informations suivantes, entre autres :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Donn\u00e9es d&#8217;identification du travailleur ;  <\/li>\n\n\n\n<li>Adresse dans le pays de r\u00e9sidence ;  <\/li>\n\n\n\n<li>Type d&#8217;activit\u00e9 ;  <\/li>\n\n\n\n<li>Lieu de la prestation et dur\u00e9e correspondante.  <\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\" id=\"condizioni\">Conditions de travail et salariales applicables pendant le d\u00e9tachement en R\u00e9publique tch\u00e8que  <\/h2>\n\n<p class=\"has-text-align-left\">Conform\u00e9ment \u00e0 l&#8217;article 319 du Code du travail, les conditions g\u00e9n\u00e9rales d&#8217;emploi pr\u00e9vues par la l\u00e9gislation tch\u00e8que s&#8217;appliquent aux travailleurs d\u00e9tach\u00e9s. Ces dispositions r\u00e9gissent les horaires de travail et de repos, la s\u00e9curit\u00e9, la sant\u00e9 et l&#8217;hygi\u00e8ne sur le lieu de travail, les salaires minimums, les \u00e9l\u00e9ments suppl\u00e9mentaires de r\u00e9mun\u00e9ration, les indemnit\u00e9s, les remboursements, les cong\u00e9s et les indemnit\u00e9s de cong\u00e9, etc. En particulier, suite \u00e0 la transposition de la Directive (UE) 957\/2018, l&#8217;employeur est tenu de prendre en compte toutes les composantes salariales obligatoires dans le calcul de la r\u00e9mun\u00e9ration des travailleurs d\u00e9tach\u00e9s.  <\/p>\n\n<p class=\"has-text-align-left\">En ce qui concerne le salaire minimum, la l\u00e9gislation tch\u00e8que fixe un minimum l\u00e9gal. Cependant, dans certains secteurs, des conventions collectives sont \u00e9galement n\u00e9goci\u00e9es. Ainsi, dans le cas du d\u00e9tachement de travailleurs en R\u00e9publique tch\u00e8que, il est n\u00e9cessaire de v\u00e9rifier si une convention collective s&#8217;applique au cas sp\u00e9cifique.  <\/p>\n\n<p class=\"has-text-align-left\"><em>En tout \u00e9tat de cause, il convient de souligner que ces conditions ne s&#8217;appliquent que si elles sont plus favorables pour le travailleur d\u00e9tach\u00e9.<\/em><\/p>\n\n<h2 class=\"wp-block-heading\" id=\"previdenza\">S\u00e9curit\u00e9 sociale en R\u00e9publique tch\u00e8que  <\/h2>\n\n<p class=\"has-text-align-left\">Lorsqu&#8217;une entreprise situ\u00e9e dans l&#8217;UE ou l&#8217;EEE d\u00e9tache un employ\u00e9 en R\u00e9publique tch\u00e8que, le travailleur effectue un service temporaire sur le territoire tch\u00e8que. Cependant, il reste employ\u00e9 dans un autre pays. Gr\u00e2ce \u00e0 l&#8217;harmonisation des syst\u00e8mes de s\u00e9curit\u00e9 sociale dans l&#8217;UE, les travailleurs d\u00e9tach\u00e9s \u00e0 l&#8217;\u00e9tranger continuent de cotiser aux syst\u00e8mes de s\u00e9curit\u00e9 sociale de l&#8217;\u00c9tat o\u00f9 ils sont employ\u00e9s.  <\/p>\n\n<p class=\"has-text-align-left\">En effet, conform\u00e9ment au R\u00e8glement (CE) 883\/2004, l&#8217;entreprise d\u00e9tachante doit demander \u00e0 l&#8217;organisme comp\u00e9tent la d\u00e9livrance du <a href=\"https:\/\/arlettipartners.com\/formulaire-a1-travailleurs-detaches\/?lang=fr\">formulaire A1<\/a> pour chaque travailleur d\u00e9tach\u00e9. Ce document certifie que le titulaire du formulaire verse ses cotisations de s\u00e9curit\u00e9 sociale dans un \u00c9tat donn\u00e9. En cons\u00e9quence, le travailleur d\u00e9tach\u00e9 reste assur\u00e9 aux fins de la s\u00e9curit\u00e9 sociale dans le syst\u00e8me de l&#8217;\u00c9tat o\u00f9 il est employ\u00e9.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"trasferte\">D\u00e9tachements en R\u00e9publique tch\u00e8que de plus de 12 mois et fin du d\u00e9tachement  <\/h2>\n\n<p class=\"has-text-align-left\">Si la p\u00e9riode de d\u00e9tachement d\u00e9passe 12 mois, la l\u00e9gislation pr\u00e9voit des obligations suppl\u00e9mentaires. L&#8217;entreprise d\u00e9tachante doit transmettre une communication \u00e9crite \u00e0 l&#8217;Office r\u00e9gional du travail comp\u00e9tent dans un d\u00e9lai de 12 mois \u00e0 compter de la date de d\u00e9but du d\u00e9tachement. La communication doit pr\u00e9ciser le motif de l&#8217;extension. Dans les cas o\u00f9 l&#8217;application du Code du travail tch\u00e8que est plus favorable, les travailleurs d\u00e9tach\u00e9s ont droit \u00e0 toutes les conditions de travail pr\u00e9vues par la l\u00e9gislation.  <\/p>\n\n<p class=\"has-text-align-left\">Si le d\u00e9tachement prend fin \u00e0 une date diff\u00e9rente de celle initialement d\u00e9clar\u00e9e, une notification est n\u00e9cessaire. L&#8217;entreprise d\u00e9tachante dispose de 10 jours pour informer l&#8217;Office r\u00e9gional du travail comp\u00e9tent.  <\/p>\n\n<h2 class=\"wp-block-heading\" id=\"documenti\">Disponibilit\u00e9 des documents pendant le d\u00e9tachement en R\u00e9publique tch\u00e8que  <\/h2>\n\n<p class=\"has-text-align-left\">Tous les documents relatifs au d\u00e9tachement des travailleurs doivent \u00eatre disponibles sur le lieu de travail pendant la p\u00e9riode de d\u00e9tachement. Parmi les documents principaux requis lors des inspections figurent : pi\u00e8ce d&#8217;identit\u00e9, permis de travail (si applicable), contrat de travail, bulletin de salaire, fiche de pointage. Ces documents doivent \u00eatre disponibles en langue tch\u00e8que ou slovaque. Il est donc n\u00e9cessaire de fournir des traductions.  <\/p>\n\n<h2 class=\"wp-block-heading\" id=\"sanzioni\">Sanctions applicables en cas de non-conformit\u00e9 \u00e0 la l\u00e9gislation nationale  <\/h2>\n\n<p class=\"has-text-align-left\">Toutes les conditions g\u00e9n\u00e9rales d&#8217;emploi s&#8217;appliquent aux travailleurs d\u00e9tach\u00e9s en R\u00e9publique tch\u00e8que. En cas de violation, des sanctions administratives sont pr\u00e9vues. Entre autres, le non-respect de la notification du d\u00e9tachement peut entra\u00eener une amende pouvant aller jusqu&#8217;\u00e0 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,"footnotes":""},"categories":[1716],"tags":[],"country":[1552],"container":[6616],"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 v27.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement en R\u00e9publique tch\u00e8que - Arletti Partners<\/title>\n<meta name=\"description\" content=\"Les obligations pour le d\u00e9tachement de travailleurs en R\u00e9publique 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