{"id":3201,"date":"2026-05-30T14:31:54","date_gmt":"2026-05-30T12:31:54","guid":{"rendered":"https:\/\/kathylucan.com\/?p=3201"},"modified":"2026-05-30T15:37:06","modified_gmt":"2026-05-30T13:37:06","slug":"cesky-pracovni-trh-2026-flexibilita-uz-neni-benefit-ale-strategie-preziti","status":"publish","type":"post","link":"https:\/\/kathylucan.com\/en\/2026\/05\/30\/cesky-pracovni-trh-2026-flexibilita-uz-neni-benefit-ale-strategie-preziti\/","title":{"rendered":"The Czech Labour Market 2026: Flexibility Is No Longer a Benefit, but a Strategy"},"content":{"rendered":"<p>The Czech labour market is entering another phase of transformation. It is no longer only about how many people companies can find. Increasingly, it is about how we organize work, <strong>how we develop people\u2019s skills, and how we maintain work potential across generations.<\/strong>.<\/p>\n\n\n\n<p><a href=\"https:\/\/up.gov.cz\/cms\/documents\/3b6fbbeb-d080-daf6-127a-54ad77b3b0d3\/UP_Predikce%20a%20realita%20pracovniho%20trhu-2026_fin.pdf\">The latest survey by the Labour Office of the Czech Republic<\/a> among employers shows several important trends: employers continue to face a shortage of qualified workers, the importance of digital and technical skills is growing, and most companies do not yet see AI as a reason for mass layoffs, but rather as an impulse to change job content and required competencies. At the same time, the data show that part-time roles and flexible forms of work in Czechia are still more of an exception than a common standard.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"301\" src=\"https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-1024x301.png\" alt=\"\" class=\"wp-image-3206\" style=\"aspect-ratio:3.402083864616934;width:456px;height:auto\" srcset=\"https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-1024x301.png 1024w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-300x88.png 300w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-768x226.png 768w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-1536x451.png 1536w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1-18x5.png 18w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility2-1.png 1672w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>And this is exactly where I see a major topic for career counselling, leadership, and HR.<\/p>\n\n\n\n<p>According to the data in the MUMDOO chapter, 71% of organizations offer part-time roles, but part-time positions account for only 12% of the total number of jobs. In addition, 75% of these part-time roles are held by women. This means that while flexibility may look available on paper, in practice it is still not fully embedded in the way work is organized.<\/p>\n\n\n\n<p>Globally, flexibility, lifelong learning, and skills development are no longer marginal topics. In its Future of Jobs Report 2025, the World Economic Forum <em><a href=\"https:\/\/reports.weforum.org\/docs\/WEF_Future_of_Jobs_Report_2025.pdf?utm_source=chatgpt.com\">highlights that by 2030,<\/a><\/em> tens of millions of jobs will be both created and displaced, and that AI, data, technological literacy, creative thinking, resilience, and the ability to learn will be among the decisive factors. OECD also points out that employment and participation in OECD countries remain high, but labour markets are slowing down and the pressure to adapt is increasing.<\/p>\n\n\n\n<p>From my perspective, this means one thing: <strong>career stability is no longer created by staying in the same role for an entire professional life. It is created by understanding change, naming one\u2019s transferable skills, and actively working with one\u2019s professional value. And this is where the work of a career coach comes in \u2014 a theme I increasingly encounter in coaching assignments.<\/strong><\/p>\n\n\n\n<p><strong>What does this mean for employees?<\/strong><\/p>\n\n\n\n<p>Having a \u201cgood CV\u201d is no longer enough. People need to be able to explain <strong>what value they bring,<\/strong>how they learn, how they work with technology, and how they can function in different work arrangements.<\/p>\n\n\n\n<p>Age will also become a major topic. The Labour Office survey shows that <strong>people aged 55+<\/strong> form a significant and stable part of the Czech labour market. <strong>They are not a \u201crisk group\u201d, but a strategic source of experience, stability, and know-how.<\/strong>To make sure this potential does not remain unused, we need to support reskilling, digital skills, flexible working arrangements, and age diversity.<\/p>\n\n\n\n<p><strong>What does this mean for employers?<\/strong><\/p>\n\n\n\n<p>Flexibility cannot simply be one item on a list of benefits. It cannot mean only \u201coccasional home office\u201d or an exception for a few selected people.<\/p>\n\n\n\n<p>Real flexibility means thinking differently about work itself:<br>Which roles truly require a full-time schedule?\nWhere is job sharing possible?\nHow can career progression be set fairly for shorter working hours?\nHow can companies measure the structure of work arrangements?\nAnd how can flexible time, place of work, working hours, and care support be combined?\nThis is exactly the direction of MUMDOO\u2019s recommendations for employers and the state.<\/p>\n\n\n\n<p>To develop flexibility and adaptability, I have also recorded a video course this year in cooperation with\u00a0<a href=\"https:\/\/www.ictpro.cz\/\">ICTPro,<\/a> which will be released during the summer. The course will help participants develop both a growth mindset and physical flexibility in the body.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"974\" height=\"1024\" src=\"https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN-974x1024.png\" alt=\"\" class=\"wp-image-3208\" style=\"aspect-ratio:0.9511731319134434;width:604px;height:auto\" srcset=\"https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN-974x1024.png 974w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN-285x300.png 285w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN-768x807.png 768w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN-11x12.png 11w, https:\/\/kathylucan.com\/wp-content\/uploads\/2026\/05\/Flexibility_EN.png 1122w\" sizes=\"(max-width: 974px) 100vw, 974px\" \/><\/figure>\n\n\n\n<p><strong>Resources:<\/strong><\/p>\n\n\n\n<p><a href=\"https:\/\/up.gov.cz\/cms\/documents\/3b6fbbeb-d080-daf6-127a-54ad77b3b0d3\/UP_Predikce%20a%20realita%20pracovniho%20trhu-2026_fin.pdf\">\u00da\u0159ad pr\u00e1ce \u010cR &amp; MPSV: Predikce a realita pracovn\u00edho trhu o\u010dima zam\u011bstnavatel\u016f 2026<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/reports.weforum.org\/docs\/WEF_Future_of_Jobs_Report_2025.pdf\">World Economic Forum: The Future of Jobs Report 2025<\/a><\/p>\n\n\n\n<p><a href=\"OECD: OECD Employment Outlook 2025\">OECD: OECD Employment Outlook 2025<\/a><\/p>\n\n\n\n<p><a href=\"OECD: Future of Work \/ AI and Work\">OECD: Future of Work \/ AI and Work<\/a><\/p>\n\n\n\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>\u010cesk\u00fd pracovn\u00ed trh vstupuje do dal\u0161\u00ed f\u00e1ze prom\u011bny. U\u017e nejde jen o to, kolik lid\u00ed firmy najdou. St\u00e1le v\u00edce jde o to, jak dok\u00e1\u017eeme pr\u00e1ci organizovat, jak rozv\u00edj\u00edme dovednosti lid\u00ed a jak um\u00edme udr\u017eet pracovn\u00ed potenci\u00e1l nap\u0159\u00ed\u010d generacemi. Aktu\u00e1ln\u00ed \u0161et\u0159en\u00ed \u00da\u0159adu pr\u00e1ce \u010cR mezi zam\u011bstnavateli ukazuje n\u011bkolik d\u016fle\u017eit\u00fdch trend\u016f: zam\u011bstnavatel\u00e9 nad\u00e1le \u0159e\u0161\u00ed nedostatek kvalifikovan\u00fdch pracovn\u00edk\u016f, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3215,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-3201","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nezarazene"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u010cesk\u00fd pracovn\u00ed trh 2026: flexibilita u\u017e nen\u00ed benefit, ale strategie - Kathy Lu\u010dan<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kathylucan.com\/en\/2026\/05\/30\/cesky-pracovni-trh-2026-flexibilita-uz-neni-benefit-ale-strategie-preziti\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u010cesk\u00fd pracovn\u00ed trh 2026: flexibilita u\u017e nen\u00ed benefit, ale strategie - Kathy Lu\u010dan\" \/>\n<meta property=\"og:description\" content=\"\u010cesk\u00fd pracovn\u00ed trh vstupuje do dal\u0161\u00ed f\u00e1ze prom\u011bny. 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U\u017e nejde jen o to, kolik lid\u00ed firmy najdou. St\u00e1le v\u00edce jde o to, jak dok\u00e1\u017eeme pr\u00e1ci organizovat, jak rozv\u00edj\u00edme dovednosti lid\u00ed a jak um\u00edme udr\u017eet pracovn\u00ed potenci\u00e1l nap\u0159\u00ed\u010d generacemi. 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