A temporary placement is a flexible form of employment that allows an employee to be assigned to another employer called a “user.” The time of this assignment is limited. The temporary allocation of workers to this employer (user) can be carried out by a recruitment agency on the basis of an authorisation from the Ministry of Labour and Social Affairs of the Czech Republic. At the end of an assignment, an interim worker is entitled to compensation for paid leave for each task they perform, regardless of its duration. Temporary jobs are mainly assigned to administrative roles or low-level work. While it is true that decades ago, temporary work of staff began with administrative and light industrial roles, today temporary jobs are found in many sectors, occupations and levels of the organization. Companies with a high growth mode can quickly and efficiently use on-board talent through contract or temporary workers. The gaps created in an organization by leave, departures or other changes in talent are better filled by temporary employment agencies or contract professionals. In addition, the Charter of Human Rights and Freedoms, which applies both in a non-unionized environment and in a unionized environment in Section 10 of the country, provides for a duty of accommodation to a person with a disability that lasts until it becomes an unjustified harshness for the employer. As a result, some have argued, without success, that an employer is required to assign an employee an easy job.
In 2016, it was found that a worker who had been injured and who did not have a job – that is, a disability – was not discriminated against if the employer did not foresee the possibility of temporary employment, since his employment status had not changed and there was no evidence that his circumstances were different from those of other workers who were unable to perform their duties.2 If no discrimination is found, the arbitrator is not required to consider the employer`s obligation to house, which is not subject to this obligation. In that decision, the arbitrator confirmed that the employer may make a temporary assignment, but that there is no legal obligation to do so.