The EURES network operates in the following countries of the European Economic Area and Switzerland: 

Belgium
Czech Republic
Denmark
Estonia
Finland
France
Ireland
Iceland
Italy
Cyprus
Liechtenstein
Lithuania
Latvia
Luxembourg
Hungary
Malta
Germany
Netherlands
Norway
Poland
Portugal
Austria
Greece
Slovakia
Slovenia
Spain
Sweden
Switzerland
United Kingdom

In collaboration with public employment services the European Commission has created the EURES network to help European citizens find jobs in another EU/EEA member country. The base of this network is EURES - European Job Mobility portal. This portal offers a vast database of job opportunities in the region of the entire EU/EEA. For particular tips and links on how to find a job in a country of your interest, please see the section for job-seekers in the EU/EEA -> Information about EU countries. You can also find additional useful information on the EURES European portal in the "Living and working" database.
In addition, EURES has a network of advisors known as EURES advisors who have professional training in issues about the European labour market and living and working conditions in member countries. EURES advisors are trained to inform applicants about the issues of moving to another country, legislation, social system, living conditions in a specific country, useful links, labour contracts, usual methods of finding a job, provisions related to transitional periods, etc.

EURES services provide all potential job seekers in member states as well as employers who wish to recruit their labour from other EU/EEA countries.

Employers must register a vacancy (vacancies) including a detailed description at the local Employment Office. The Employment Office publishes offered jobs in the national database and in the EU through the EURES database of vacancies, provided the employer shows interest in a higher level of publicity for the vacancy than Billboard+InfoBox.

Yes,  the EURES network services are provided free of charge to job-seekers as well as potential employers.

To find this information, please visit EURES - the European Job Mobility portal, the section on living and working conditions for the selected country of interest. Alternatively, to consult your particular queries you can  contact in person a EURES adviser who is able to provide the most extensive scope of information about the topic of your interest.

Yes, a job-seeker can use the option to create his/her professional CV on the EURES - European Job Mobility portal, in the section CV online. This CV will then be made available to the registered employers interested in recruiting motivated job-seekers from another EU/EEA country.

You must definitely consider your ability to speak the language spoken in your host country.The employer may require language skills at a level allowing the employee to perform his/her job to its full extent. Naturally, some less skilled jobs are not language-demanding, but the ability to make oneself understood in communication with your employer and authorities is always a significant advantage.

One of the most important issues is the recognition of your qualification. If your profession is regulated, you may be requested to produce recognition of your qualification. For this reason, we recommend that you attend to this issue in advance. For additional information about each country see the EURES Portal, the section "Living & Working", chapter "Living and working conditions – recognition of qualification".

We strongly recommend that you have a financial reserve. This measure will provide security if you come across problems in the country where you are looking for work and you will have the certainty that you will be able to return to the CR without any problems.

When seeking jobs abroad ask your potential employer about the option of accommocation. Does the employer offer accommodation or at least assistance in finding appropriate accommodation? What is the cost of accommodation?

Social security, health security, taxes – to find information about these issues please visit the section "Living and Working" in EURES - European Job Mobility portal or get this information in an individual consulting session from a EURES adviser or from a contact person responsible for EURES matters in each Employment Office.

Should the applicant be a doctor of medicine, nurse, dentist, midwife, veterinary surgeon, pharmacist or architect, the applicant's qualification is generally recognized. In the case of any other regulated profession the applicant should apply for recognition of his/her qualification in the country in which he/she is planning to pursue his/her profession. The responsible authority has a period of four months to respond. Should it arrive at the conclusion that the applicant's education is distinctly different in content or duration of training , the responsible authority will invite the applicant either to complete his/her professional practice or to attend a training course or to pass a competency test (however, it is not permitted to recommend a combination of the aforementioned procedures). The contact institution in each EU/EEA country will provide the applicant with all the required information about the profession in question, about the procedure required to acquire the recognition of qualification, etc. In some countries, the official contact institution is simultaneously the national information centre for the recognition of academic education.
If the applicant wants to pursue a profession not included in the list of regulated professions of this country, he/she need not undergo the process of qualification recognition.
 

During the first three months a job seeker only requires his/her ID document or passport. However, when staying for a longer time the applicant requires a residence permit, which naturally does not determine whether such a citizen may or may not live in this country but only serves as a certificate of the rights in the country of his/her stay. Another reason for registration duty is the statistics that trace the movement of citizens from one EU/EEA member state to another.
In some countries the applicant must report his/her place of residence without delay. For detailed information about specific procedures please visit EURES - the European Job Mobility portal, the section on living and working conditions in each country of interest (residence permit).

The general principle is that an applicant for a job in another EU/EEA country can apply for drawing unemployment benefits with the competent authority in this country provided he/she has abided by the following steps:

• First, the applicants must look for a job in their mother country (in the country currently paying the unemployment benefit to the jobless person)
• The person must have been filed in the database for at least four weeks following his/her date of registration at the Employment Office (this period can be shortened in special cases only)
• Before leaving for this country, the applicant must complete the form E303 at the Czech Employment Office
• After his/her arrival in the host country the applicant must register with the local authority within seven days
• If the applicant fails to find a job within 3 months, he/she must return immediately or their entitlement to benefits expires

The benefit amount matches the amount the applicant would be drawing from the Czech Employment Office, only in the local currency of the host country.

At present, unemployment relief can be exported only to the following of the original EU member states: United Kingdom, Ireland, Sweden, Austria, Denmark and Norway .

Applicants should always contact the Employment Office before taking any steps in this matter.

As to the welfare system, from the first day of their employment workers and their families have the same rights as the citizens of the host country. These rights cover disease, maternity benefits, disability, benefits covering injuries and professional illnesses, deaths, unemployment and family benefits. Workers and their families cannot be excluded from the country's welfare system on the grounds of nationality, place of residence or other discriminating reasons.

Each country has a different welfare system. Persons interested in this kind of information should contact the responsible authorities in the host country in order to acquire detailed information about the local welfare system.

Family members of a migrating worker (husband/wife and dependent children) may join the migrant leaving for another EU/EEA member country. In terms of this issue, their nationality is irrelevant.

QUESTION:
I am a Ukraine national and have had  permanent residence in the CR for 15 years. I would like to know whether I can respond to EURES job offers and under what conditions I can be employed in Germany, the United Kingdom, or Slovakia.

ANSWER:
According to EU legislation, as a Ukraine national you fall into the category of citizens of other countries. Consequently, unlike citizens of the EU member states, the right of the free movement does not apply to you. A Union citizen is every person who is a national of a member state. Union citizenship was established by the Maastricht Treaty in 1992. It is included in the second part (Articles 17 - 22) of the Treaty on EC. (EU citizenship complements but does not substitute the individual state citizenships of member states).
In addition, the CR not being fully integrated in the Schengen system (introduction of the "Schengen visa") we can give you the following information:

GENERALLY: It follows from the information you have given us that you will need a work permit, a residence permit, and you will be subject to visa duty as it is introduced between the Ukraine and the United Kingdom, Germany, or Slovakia.

EXCEPTIONS: a citizen of another country is generally granted the rights of a regular member state citizen under the following circumstances:

• Family reunion. Your wife is an EU member state citizen - in this case you could enjoy the right of free movement in Britain and Slovakia while now, in the transitional period, you would have to apply for a permit in Germany - as do citizens of the CR - see http://portal.mpsv.cz/eures - Everything about working in the EU - Information about countries.

• Permanent residence granted in an EU state - in our opinion, however, this does not apply to your stay in the CR so far because the CR has not yet been integrated into the "Schengen Space".

CONCLUSION: You can respond to the EURES advertisements, however, it is important that you specify truthful information about your situation. It is this very situation on which your job opportunities would depend. Job placement should give preference to local citizens and other EU citizens.

QUESTION:
I would like to leave this country and as soon as possible find a job abroad and I would like to know who can provide these services? How do I know that an employment agency is reliable?

ANSWER:
Pursuant to the Employment Act No. 435/2004 Coll., job placement can be performed only by employment agencies authorized by the Czech Ministry of Labour and Social Affairs.
These agencies must have a licence for placing jobs to be performed either in the CR or abroad.
Consequently, any agency performing the placement of jobs abroad while being authorized to job placement only in the CR violates the applicable law.
For a list of private employment agencies authorized for job placement please visit the portal of the Czech Ministry of Labour and Social affairs at the following link:

http://portal.mpsv.cz/sz/zamest/zpr_prace

According to the Employment Act stated above, job placement is to be free of charge for job seekers. An employment agency can perform job placement free of charge or for payment, including profit-making payment. Attention! Job placement is not paid by job-seekers but by the employer who asked the agency to find workers. See the quotation of section 58 below.

     (1) Employment agencies can perform job placement within the Czech Republic or from the Czech Republic abroad and from abroad to the Czech Republic.

     (2) Employment agencies can perform job placement free of charge or for payment, including profit-making payment.  When placing jobs for payment, employment agencies cannot charge the physical person to whom the job is mediated.

     (3)  In addition, no deductions of wages or other kinds of remuneration for the employee are allowed to be paid in favour of the employment agencies or the user.

In addition to the private employment agencies you can also try to find a suitable employer using the European Employment Services (EURES) and their portal: http://europa.eu.int/eures.
The website indicated above provides a self-service vacancies browser allowing you to look for a job according to the criteria you specify.

QUESTION: I would like to know how overtime work is paid in Ireland. Thank your for your answer.

ANSWER:
Ireland has no labour law regulating overtime work. The law only defines the maximum working time per week, which is 48 hours, but the labour law of 1997 does not regulate the issue of overtime payment.  By negotiation with an employer, the agreed working conditions can include the payment of overtime, or it may happen on the basis of a collective bargaining agreement between an employer and the employee representatives.
Working on Sundays entitles you to a wage increase (again depending on the collective bargaining agreement) or to a paid compensatory leave.
This also depends on the profession you will be working in, as some professions have special arrangements (for example, civil engineering) related to the wage for working at night and on Sundays.

QUESTION:
I would like to inquire about taxation. My case is that of a Czech worker in Ireland who has been regularly employed since November last year, pays taxes and is a Czech citizen. The same person intends to terminate his job in Ireland by the end of 2005 or the beginning of 2006 and to return back to the CR.
My question is whether by law is this person subject to taxation or to the remaining taxation in the CR. I know that double taxation is prohibited by law, but I and my friends have heard about complementary taxation, which would in our case mean that a person with a slightly below-average wage in Ireland would be a person with a well above-average income in the Czech Republic and consequently subject to a higher taxation rate in the CR. For example, an income with approx. 15% tax rate in Ireland would require 30% tax rate in the CR, and the remaining 15 % difference would have to be taxed on arrival in the CR.

I would like to be clear about this matter, and thank you for your willingness to tackle our query.

ANSWER:
As you have mentioned, there are agreements on the prevention of double taxation. For Ireland, it is  Agreement No. 163 of 1996, and Article 24 specifying the "credit" method (while another, "exemption" method exists, which is agreed in the Agreement on the prevention of double taxation with the United Kingdom No. 89/1992).

When applying the "exemption" method, you don't have to declare your income acquired in the given country (in this case, in the U.K.) and you don't even have to file a tax return in the Czech Republic, provided your sole income is an income from a dependent activity abroad.

When using the "credit" method (and this refers to your Ireland case) you will have to declare your income on your tax return form by the end of March 2006 in Czech crowns (the Bulletin of January 2006 will publish the standard exchange rate you can use to convert your Euro income in Ireland to Czech crowns). Of this income you must deduct the paid insurance, then the deductible items (for a person; for children, if any; for a student, when your are a student, etc.) and plus the tax you have paid in Ireland - you will require a tax payment receipt from the revenue office in Ireland. The difference, if any, must be paid in the Czech Republic. Generally speaking, you calculate the tax you would be paying in the Czech Republic, deduct the tax already paid in Ireland, and pay the difference. For detailed and additional information please contact your Revenue Office in the CR.

 

QUESTION:
I am a Czech citizen, my wife a Bulgarian citizen and my daughter a U.S. citizen. Both of them have permanent residence in the Czech Republic. Can my wife join me for stay and work in other EU countries? Does she require special permission to do so? If she does, where can I acquire this permission? I am particularly interested in Ireland and the United Kingdom.

ANSWER:
Your wife can work in Britain (Ireland) as your family member without a work permit, provided both of you will be working in the given country at the same time. Before leaving for the United Kingdom you must obtain a "family permit" granting free movement for your wife. Before leaving for Ireland you must apply at the Irish Embassy for visa for your wife, which is, in your case, free of charge.
Contact information of embassies in Prague:
 
Embassy of the United Kingdom of Great Britain and Northern Ireland
Thunovská 14
118 00 Praha 1
Phone:  +420 257 402 111
Fax:  +420 257 402 296
E-mail: info(a)britain.cz
http://www.britain.cz/
 
Embassy of Ireland in the CR
Tržiště 13, Praha 1
118 00
Phone: 257 530 061-4
Fax: 257 531 387
E-mail: irishembassy(a)iol.cz