Recruitment ends at the airport; retention begins there. In the Czech Republic we run aftercare in four phases — arrival, first month, first half-year, renewal — with bilingual coordinators and a defined split between what the employer must do by law and what we do under its power of attorney. This page describes the phases, because the first winter decides whether a two-year card becomes a four-year employee.
Arrival is a week of administration done right: the coordinator meets the worker at the airport, hands over the accommodation and registers it, takes the worker to the Ministry for biometrics and the Employee Card, registers the employee through JMHZ/REGZEC before the first day, arranges health insurance and a bank account, and runs the induction in English with the Czech safety vocabulary briefed in Manila. The first month is integration: a bilingual team leader on the shift, coordinator visits, the first payslip explained line by line — gross, tax, insurance, net, housing — and local orientation. The first half-year is retention: performance and housing reviews, a Czech course where the employer offers one, answers to family, remittance and tax questions, and attention to the six-month point at which a worker on an Employee Card may change employer — the decision to stay is made before it. Renewal is administration again: the card extension filed before expiry, the contract renewed, team leaders promoted, the next cohort mentored by the first.
A Czech employer hires a Filipino on an Employee Card (zaměstnanecká karta) — one permit for residence and work, issued by the Ministry of the Interior for the length of the employment up to two years and renewable — and reaches the Czech Embassy in Manila through the Government's Qualified Employee Programme (Program kvalifikovaný zaměstnanec), run by the Ministry of Industry and Trade with the Chamber of Commerce, the Confederation of Industry, CzechInvest and the Agrarian Chamber as garants. The programme does not shorten the Ministry's statutory decision time of 60 days (90 in complex cases) and does not replace the 30-day labour-market test in the central vacancy register; what it does is guarantee the candidate an appointment within the Philippine annual quota of 10,300 places — set by Government Regulation No. 109/2026 Coll. for the Embassy in Manila (11,400 Employee Card applications a year, 10,300 of them for the programme), divided evenly into twelve months of 858 and assigned to named workers at a release at 10:00 on the published day; unused monthly places are not carried over. In 2025 the programme admitted 10,795 workers from thirteen countries, 4,791 of them from the Philippines — the largest group — and in July, August and September 2026 the monthly Philippine capacity was exhausted within hours of release. On 15 October 2026 Deputy Prime Minister Havlíček announced that the quotas for the Philippines and India will be raised; a figure of 12,000 a year from January 2027 circulated from the Brno engineering fair without ministerial confirmation, industry recommended at least 15,000, and until a government regulation is published the 10,300 quota applies. Wages must be at least CZK 27,328 gross a month in 2026 (1.22 × the minimum wage of CZK 22,400) — CZK 30,378 from 1 January 2027 — and not lower than comparable employees. The client is always the employer; Orienta Czech administers the process under power of attorney.
The employer registers the employee and the accommodation, pays the contracted wage at or above the criterion, keeps the documentation and reports changes to the Ministry — duties the law places on the employer alone. Orienta Czech's coordinators do everything else under the employer's power of attorney: the filings, the appointments, the explanations, the 24/7 contact in the first weeks, the reviews, the renewal. On the Philippine side, the group's Hands Together, Hearts Forever programme supports the communities the workers come from, which is part of why they stay in touch with us and with their employers.
Recruitment runs through our own DMW-licensed agency, Prime Search Manpower Agency Inc. in Makati (licence DMW-027-LB-11182024): your company is accredited at the Migrant Workers Office at the Philippine Embassy in Prague — which sits in the same city as the Ministry of the Interior that decides the Employee Card, keeping contract verification and the immigration decision in one place — the job order is registered with the DMW, and every worker leaves Manila with a verified contract, medical clearance, pre-departure orientation and an Overseas Employment Certificate. Recruitment follows the employer-pays principle: no applicant pays for an interview, a trade test or a place on a shortlist. Your company is the employer from day one; Orienta Czech, the group's EU delivery entity licensed by the Czech Ministry of Labour, runs the recruitment and the immigration administration under your power of attorney and never employs or leases the workers.
Everything here is subject to the Act on the Residence of Foreign Nationals (326/1999 Coll.), the Employment Act (435/2004 Coll.), the Government's Qualified Employee Programme as published by the Ministry of Industry and Trade, the Ministry of the Interior's practice in force and Philippine DMW rules.
Register the employee through JMHZ/REGZEC before the first day and the accommodation, pay the contracted wage, keep the documentation and report changes to the Ministry. Everything else is run by our coordinators under power of attorney.
After six months from the card's issue, with notification to the Ministry. Retention is decided in the first half-year — housing, the first payslip, the team leader — which is what the aftercare phases are for.
Where the employer offers them, we organise them in the first half-year; Czech is not a permit condition.
It is part of our engagement with the employer, run by bilingual coordinators; terms are agreed individually and are not quoted on this site.
General information for employers, not legal or migration advice. Rules change; we re-verify before each hire.