Dopady novelizace zákoníku práce na personální strategii firem

This Master´s Thesis deals with the amendments to the Labour Code and other laws on employers' HR strategy in relation to on-demand contracts, a highly topical issue. The objective need for this investigation is due to the revolutionary nature of the changes made, which have a high potential to impact on the HR strategy of employers. Moreover, due to the short time gap since these changes were made, there are not yet sufficient studies that have been conducted on this topic. This paper therefore seeks to link employers' experiences with an accurate description of the legislative changes made, including its causes, which are often rooted in the European Union's standard-setting, and hence the political leaders' own motivations for making these changes. The theoretical part of the Thesis therefore first presents the basic factual and statistical data concerning the agreements. This is followed by an overview of the changes that have been made and then complemented by a possible theoretical perspective on the economic impact of the changes that have been made. The Thesis had two objectives. The first was to evaluate and propose possible partial changes in connection with the amendment of the Labour Code and related laws concerning the ondemand contracts. The second was to map the practical impact of the amendments to the Labour Code and related laws on the HR strategy of employers, in terms of their willingness to employ people on on-demand contracts, as well as to determine the attitudes of employers in relation to individual legislative changes. In order to achieve these objectives, a qualitative research method, namely in-depth interviews, was conducted among HR staff of 15 employers. The data was subsequently coded using MAXQDA software. It has been found that as a causal consequence of the implementation of legislative changes, the attractiveness of agreements (especially agreements on the performance of work) has decreased. Possible reasons for this are an increase in the administrative and financial burden of agreements and a decrease in their attractiveness. Furthermore, it was found that the individual changes are mostly negatively evaluated by employers (most notably new claim on paid holiday by on-demand workers). Based on the survey, it was subsequently analysed how to improve the current system. The main recommendation is to abolish the current threshold for non-payment of social insurance and replace it with a general levy obligation, while introducing a discount on social insurance payments for certain social groups (similar to the income tax discount). The main contribution of the Thesis is to confirm the causal relationship between the decline of the on-demand contracts and the legislative changes, as well as to map the perception of the impact of individual changes by employers and their influence on HR strategy