Czech care homes are short of staff and Czech nursing recognition is slow and in Czech. Care workers can be recruited from the Philippines through the programme and qualified with the accredited course; nurses become Czech nurses only after recognition by the Ministry of Health, an aptitude test and the language. This page says which is which so that a provider plans the right one.
Social-service providers recruit care workers through the Qualified Employee Programme on Employee Cards like any other employer — the 30-day test, the wage criterion of CZK 27,328 (CZK 30,378 from 2027), the Ministry's 60–90 days — and qualify them under the Social Services Act with the accredited course for workers in social services, completed in the Czech Republic in the first months where the Philippine caregiving qualification is not recognised; we select caregivers whose training and experience make the course a formality. The wage criterion sits above the social-services pay floor, which providers must budget for. Czech is not a permit condition but is the condition of the work: A2 taught in Manila before departure and B1 in the first year, financed by the employer, is the plan we run — and we say so before a brief is costed.
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.
A nurse trained outside the EU practises in the Czech Republic only after the Ministry of Health recognises the qualification — with an aptitude test (aprobační zkouška) in Czech — and registration follows; a Filipino BSN nurse with a PRC licence therefore needs professional Czech before the test. The realistic plan is eighteen to thirty months from recruitment to independent practice, with the nurse employed as a care worker or health-care assistant in the meantime where the provider's structure allows. We run this route for providers who commit to the language programme and the timeline, and we do not present a Filipino nurse as a Czech nurse on arrival.
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.
Only after recognition by the Ministry of Health, the aptitude test in Czech and registration — realistically eighteen to thirty months. Care workers are the route that works in months.
The Social Services Act requires the accredited course for workers in social services; where the Philippine qualification is not recognised, the course is completed in the Czech Republic in the first months.
No. Care staff come through the general Qualified Employee Programme under the Philippine quota.
Not for the permit; for the work, yes in practice, and for nursing recognition by law. We recommend A2 before departure and B1 in the first year.
General information for employers, not legal or migration advice. Rules change; we re-verify before each hire.