About Us

Gamification of work is a modern trend that promises to increase employee motivation and productivity by using game elements in the workplace. However, its introduction into the work environment raises a number of labor law issues. Although gamification may at first glance seem like a simple way to make work more fun, its implementation requires consideration of key principles such as equal treatment, sufficient transparency or objective performance evaluation and also carries certain risks.

On August 19, 2025, a completely new Act 266/2025 Coll., on the resilience of critical infrastructure entities and on amendments to related acts (hereinafter referred to as the “ZoKI”) entered into force. This Act removes the issue of critical infrastructure from the current Crisis Act and introduces a separate legal regulation of the resilience of critical entities. The new regulation responds in particular to the requirements of Directive (EU) 2022/2557 of the European Parliament and of the Council of 14 December 2022 on the resilience of critical entities and repealing Council Directive 2008/114/EC (hereinafter referred to as the “CER”), which it transposes into the Czech legal order. The aim of the ZoKI is to strengthen the resilience of basic services necessary for the functioning of the state and thus prepare the Czech Republic for current threats, such as cyber attacks or sabotage of critical systems.

“Do you have life insurance? And could I see it?” – a question that will no longer be necessary to ask in 2026. On August 21, 2025, President Pavel signed an amendment to the Civil Code that will fundamentally transform the area of ​​life insurance in the Czech Republic.

Employee benefits are now an integral part of working life. Meal allowances, sports allowances, pension insurance, education or health benefits – all of these are above-standard benefits that contribute to greater employee satisfaction and loyalty to the employer. However, the question remains whether an employee who is absent for a long time – for example, due to incapacity for work or maternity or parental leave – is also entitled to these benefits.