Under the Czech Republic law, as long as a civil law contract is not intended just to obscure a factual employment contract, there are no limitations in relation to the use of civil contracts. The contracting parties are even free to choose the contract-type. At the same time, it must be noted that the use of self-employed workers/independent contractors is not suitable for every activity. There exist substantial differences between the legal correctness and defensibility of the use of self-employed workers/independent contractors within various sectors.
While it might be relatively easy to structure and defend the necessity of a civil law contract concluded with the independent contractor, who provides external support such as; IT specialist, external interpreter, external marketing, PR, administrative support, all sorts of external consultancy services etc., it is hardly arguable to defend a civil law contract concluded with workers in “traditional” sectors such as; industry, construction, salesmen in the shop, health-care workers etc.
In other words, under existing Czech law the use of self-employed workers/independent contractors fits and is much more defensible in relation to activities with a predominantly intellectual value added compared to traditional areas with a predominantly manual and/or strictly organised workforce.