A student starts a three-week job in a warehouse, a temporary worker is hired to restock shelves in a shop, and a production supervisor needs to reinforce a packing station at short notice. The agreements have been signed, but before the first shift, the employer must still determine what each person may do, what risks they will encounter and how the company will document their training.
Neither a DPP nor a DPČ agreement is exempt from occupational health and safety requirements. The scope of preparation may vary considerably depending on the job, but a temporary worker cannot be allowed to work independently simply because they have been hired for a short period or have performed similar work elsewhere.
The short answer
Before starting work, a temporary worker employed under a DPP or DPČ agreement needs OHS training relevant to their duties and the risks at the specific workplace. A single universal presentation without local instructions will usually not be sufficient.
Since 30 September 2025, an adult performing work in the first or second non-hazardous category is not generally required to undergo an initial medical examination solely because they work under a DPP or DPČ agreement. Different rules apply in particular to hazardous work, activities subject to special medical fitness requirements, young workers and cases where the employer requires an examination.
An agreement is not an exemption from OHS requirements
Under § 77 odst. 2 of zákoník práce, zákon č. 262/2006 Sb., employment relationship rules apply to relationships based on DPP and DPČ agreements unless the law provides for a specific exception. OHS obligations are not generally among these exceptions.
Under § 103 odst. 2 of zákoník práce, employers must provide employees with training on legal and other OHS regulations that supplements their professional qualifications and relates to their work and its risks. Training must be provided when the employee starts work and in the legally defined cases involving changes.
Under § 103 odst. 3 of the same law, the employer determines the content and frequency of training, the method of verifying knowledge and the documentation to be kept. Zákoník práce therefore does not prescribe a universal interval such as “every temporary worker once a year.” The schedule must reflect the risks and conditions of the specific job.
What to address before the first shift
Pre-Christmas recruitment or the replacement of an employee on sick leave may need to happen quickly. Even so, the pre-employment check should not be limited to signing the agreement.
| Check | What must be addressed |
|---|---|
| Type of work | The specific activities the temporary worker may perform and the tasks the supervisor will not assign |
| Risks | Risks associated with the warehouse, shop, workshop or production area |
| Training | General OHS training and a local workplace induction |
| Knowledge verification | Questions, a test or a practical demonstration of the safe procedure |
| PPE | Required footwear, gloves, hearing protection or other equipment based on the assessed risks |
| Medical fitness | Work category, the temporary worker’s age and any special requirements of the particular activity |
| Supervision | The shift supervisor and the procedure for reporting a defect, dangerous situation or injury |
| Records | Training outline, date, trainer, knowledge verification result and confirmation of attendance |
A signature on an attendance sheet proves attendance, but it does not in itself demonstrate the quality or content of the training. The company should be able to document what the individual was instructed on, how their knowledge was verified and how the training related to the work assigned.
If a company needs to prepare training outlines, workplace-specific content and related records for several occupations, these can be developed as part of its OHS training based on actual operations.
What temporary workers must actually know
A general explanation of rights and obligations is no substitute for practical instructions relating to the particular workplace.
In a warehouse, relevant topics may include:
- separating pedestrian routes from material-handling vehicle traffic,
- moving safely around a loading bay,
- pallet stability and the prohibition on standing beneath a raised load,
- rules for manually handling the specific loads involved,
- safe use of a manual pallet truck,
- activities the temporary worker must not perform without additional training and authorisation.
In a shop, practical topics include working with a retractable knife, using steps, restocking goods, moving across wet floors, handling boxes and responding to conflicts with customers.
In production, the induction should focus in particular on guards, emergency stops, safe cleaning methods, prohibited interference with machinery and the rules for the chemicals used. Initial OHS training does not in itself qualify a person to operate every machine or industrial truck. This must be addressed separately according to the work equipment, its documentation and the assessed risks.
Every temporary worker must also know:
- where the escape routes lead and where first aid supplies are located,
- whom to notify about a damaged rack, cable or machine guard, or missing PPE,
- which equipment and areas they are not permitted to use,
- how to report their own injury or one they witnessed,
- that they must not attempt to repair a defect without instructions and the required qualifications.
E-learning can cover a suitably designed general component and knowledge verification. However, it cannot replace information that can only be provided at the specific workplace. The article Online or in-person OHS training explains the differences between the two formats.
PPE based on risk, not agreement duration
Under § 104 of zákoník práce, an employer must provide personal protective equipment when risks cannot be eliminated or sufficiently reduced through collective protection or work organisation. A short-term DPP agreement is not a reason to transfer this obligation to the temporary worker.
The required equipment is therefore determined by the actual activities and risks, not by a job title such as “warehouse worker” or “assistant.” A person handling light parcels in a dry warehouse may need different equipment from someone working in cold or noisy conditions or around sharp edges.
The article PPE in a company: list, policy and issue records summarises the rules for selecting, allocating and recording equipment.
When to repeat the training
Every newly hired temporary worker needs their own training before starting work. They cannot be allowed to work for several shifts on the understanding that they will attend a group training session at a later date.
Under § 103 odst. 2 of zákoník práce, training must also be provided when an employee’s position or type of work changes, when new technology or work equipment is introduced, and in other cases that have or may have a substantial impact on OHS.
In practice, a new induction may be necessary, for example, when:
- a temporary worker moves from packing to dispatch,
- a new packing line is introduced,
- different work equipment is assigned,
- the warehouse layout or traffic routes change,
- an injury or dangerous incident reveals an unclear procedure.
The company determines the regular frequency according to the risks, operational experience and changes in working conditions. The article Mandatory training calendar: what must be repeated and when provides a practical overview of the relevant factors.
When a temporary worker needs an initial medical examination
The rules for initial occupational medical examinations are governed primarily by § 59 of zákon č. 373/2011 Sb., o specifických zdravotních službách. The rules for work in the second non-hazardous category under DPP and DPČ agreements changed on 30 September 2025.
The following table provides basic guidance:
| Situation | General rules for the initial medical examination |
|---|---|
| Adult working under a DPP or DPČ agreement, category-one work | Not generally mandatory solely because of the agreement |
| Adult working under a DPP or DPČ agreement, category-two non-hazardous work | Since 30 September 2025, not generally mandatory solely because of the agreement |
| Category-two hazardous work or category-three or category-four work | An examination is required |
| Activity subject to special medical fitness requirements | The applicable special regulation must also be considered |
| Employer requires an examination even for non-hazardous work | The employer may require it (§ 59 odst. 1 písm. d); an applicant who does not undergo the requested examination is deemed medically unfit |
| Temporary worker under 18 | The special mandatory rules for young workers apply |
The classification of work into categories is based on § 37 of zákon č. 258/2000 Sb., o ochraně veřejného zdraví. The job title alone is not decisive. Two warehouse employees may perform work involving different levels of physical strain, noise, dust, cold or other risk factors.
Before deciding whether an examination is necessary, the employer must therefore know the actual activity, its category and any special requirements. The article Occupational medical examinations in 2026 provides a general comparison of the different types of examinations.
For a young worker, the agreement alone is not enough
Employees under the age of 18 are subject to special protection. Under § 247 of zákoník práce, the employer must arrange and pay for an occupational medical examination of a young worker before the employment relationship begins and subsequently at regular intervals as required, but at least once a year. These mandatory rules also apply to young workers employed under DPP or DPČ agreements.
Before assigning work, the employer must verify the worker’s age, medical assessment and the specific duties involved in the shift. § 246 of zákoník práce restricts young workers from performing activities that are unsuitable, dangerous or harmful to their health and establishes further prohibitions. Parental consent does not override these restrictions.
When a temporary worker is injured
Under § 271k odst. 1 of zákoník práce, an occupational injury is damage to an employee’s health or their death caused independently of their will by short-term, sudden and violent external effects while performing work duties or in direct connection with them. The fact that an employee works under a DPP or DPČ agreement does not in itself exclude the application of this definition.
After an incident, first aid must be provided, emergency medical services called where necessary, and further danger prevented. The company then:
- secures the site to prevent another injury,
- identifies witnesses and records the condition of the workplace, equipment and PPE used,
- investigates the causes and circumstances with the injured employee’s participation, if their medical condition permits,
- does not alter the scene without serious reason until the causes have been established; saving lives and eliminating immediate danger take priority,
- enters the incident in the accident book,
- establishes measures to prevent the incident from recurring.
Under § 105 odst. 2 of zákoník práce, the employer must record all occupational injuries in the accident book, including those that do not result in temporary incapacity for work or result in incapacity lasting no more than three calendar days.
An accident report must be prepared for an injury resulting in temporary incapacity for work lasting more than three calendar days and for a fatal injury. From 1 January 2026, the notification procedure, submission of the report and its subsequent updates are governed by nařízení vlády č. 322/2025 Sb., o povinnostech zaměstnavatele při pracovních úrazech. Electronic submissions to labour inspection authorities are made through Portál inspekce práce. Where applicable, the report must be submitted no later than 15 working days after the employer becomes aware of the occupational injury.
A serious or fatal occupational injury must be reported without undue delay to the designated authorities and institutions, depending on the circumstances. It is therefore sensible to determine before the busy season who has access to the portal and who will deputise for the responsible person during holidays or outside normal working hours.
The article Occupational injury in a company: what to do immediately summarises the process in greater detail.
What the documentation should contain
A usable training record should link the specific employee, their work and the content of the training. In practice, the following information is recorded in particular:
- the employee’s name and job assignment,
- the date and place of training,
- an outline corresponding to the work performed,
- local risks and the instructions provided,
- the trainer’s name and signature,
- the method and result of knowledge verification,
- confirmation of the employee’s attendance,
- any subsequent practical training or authorisation.
The documentation should be linked to the risk assessment, work category, assigned PPE and the list of activities the temporary worker must not perform. A form alone, without training actually having taken place, does not solve the problem.
Sources used for this article
- OHS training – a service provided by SOHE.
- Online or in-person OHS training – differences between e-learning, in-person instruction and workplace-specific training.
- Mandatory training calendar – setting the frequency according to the work, risks and operational changes.
- Occupational injury in a company – initial steps, the accident book and subsequent reporting.
- Zákon č. 262/2006 Sb. – zákoník práce; DPP and DPČ agreements, risk prevention, OHS training, PPE, young workers and occupational injuries.
- Zákon č. 373/2011 Sb. – occupational medical services and initial medical examinations.
- Zákon č. 258/2000 Sb. – classification of work and hazardous work.
- Nařízení vlády č. 322/2025 Sb. – recording, reporting and submitting reports of occupational injuries.
This text is for information purposes and does not constitute legal advice. The specific arrangements for training, medical examinations and injury records must reflect actual operations, the manufacturer’s documentation, the working environment and the risk assessment.
Do you need training, course outlines and records for temporary workers in a warehouse, shop or production facility? See our OHS training or send us a no-obligation enquiry; you can also email info@sohe.cz.