Czech Anti-Discrimination Law

Overview

The Equal Treatment and Anti-Discrimination Law, officially known as Act No. 198/2009 Coll., on Equal Treatment and Legal Means of Protection Against Discrimination and on Amendments to Certain Laws (hereinafter referred to as the "Anti-Discrimination Act"), represents a cornerstone of anti-discrimination legislation in the Czech Republic. Adopted on April 23, 2008, and coming into effect on September 1, 2009, with certain provisions related to the Public Defender of Rights becoming effective on December 1, 2009, this Act was a crucial step in harmonizing Czech law with European Union directives and international human rights standards. Its primary purpose is to define the right to equal treatment and prohibit discrimination across various spheres of public and private life, thereby ensuring that individuals are not subjected to unfair treatment based on protected characteristics. The law was enacted after considerable parliamentary debate and even a presidential veto, underscoring its significance and the challenges in its adoption.

Historically, while the Czech Republic's Charter of Fundamental Rights and Freedoms (part of the constitutional order) already enshrined the principle of equality and prohibited discrimination, a comprehensive, standalone anti-discrimination law was deemed necessary to provide more detailed definitions, specify prohibited forms of discrimination, and establish effective legal remedies. Prior to this Act, anti-discrimination provisions were scattered across various legal instruments, such as the Labor Code, making a unified and accessible framework essential. The Anti-Discrimination Act filled this gap by creating a horizontal legal framework that applies not only to public authorities but also to relationships between private entities, significantly broadening the scope of protection against discrimination. This comprehensive approach reflects the Czech Republic's commitment to upholding fundamental human rights and ensuring social justice.

The key innovations of the Anti-Discrimination Act include its detailed definitions of various forms of discrimination, such as direct and indirect discrimination, harassment, sexual harassment, persecution, instruction to discriminate, and incitement to discriminate. It also explicitly lists the protected grounds, which are extensive and align with EU law, encompassing race, ethnic origin, nationality, sex, sexual orientation, age, disability, religion, belief, and worldview. Furthermore, the Act establishes specific legal mechanisms for individuals to seek protection and redress in cases of discrimination, including the right to demand cessation of discriminatory acts, removal of their consequences, and appropriate satisfaction, potentially including monetary compensation for non-pecuniary damage. The law's introduction marked a significant advancement in the protection of individual rights and the promotion of equality within Czech society, providing a robust legal basis for challenging discriminatory practices across a wide range of activities, including employment and remuneration.

Definitions

The Anti-Discrimination Act provides precise definitions of key terms to ensure clarity and consistent application of its provisions. Central to the law is the concept of discrimination, which is broadly understood as unjustified differential treatment of individuals in comparable situations. The Act distinguishes between several forms of discrimination. Direct discrimination occurs when one person is treated less favorably than another person is, has been, or would be treated in a comparable situation, on grounds such as race, ethnic origin, nationality, sex, sexual orientation, age, disability, religion, belief, or worldview. This form of discrimination is often explicit and directly linked to a protected characteristic.

Indirect discrimination, on the other hand, arises when an apparently neutral provision, criterion, or practice would put persons having a particular protected characteristic at a particular disadvantage compared with other persons, unless that provision, criterion, or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary. This form of discrimination is more subtle and can result from policies or practices that appear fair on the surface but have a disproportionate negative impact on certain groups. The Act also defines harassment as unwanted conduct related to any of the protected grounds, which has the purpose or effect of violating a person's dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment. Sexual harassment is a specific form of harassment where the unwanted conduct is of a sexual nature. Other defined forms include persecution, instruction to discriminate (ordering someone to discriminate), and incitement to discriminate (encouraging someone to discriminate).

In the context of employment and pay equity, the Act's definitions are particularly relevant. While the Act itself does not explicitly define "equal pay" as a standalone term, it prohibits discrimination in "remuneration" (odměňování) as one of the key areas of application. This implies that remuneration for work must be provided without discrimination based on any of the protected grounds. The concept of "comparable work" or "work of equal value" is implicitly addressed through the general principle of equal treatment, which requires that individuals in comparable situations (e.g., performing work of equal value) should be treated equally in terms of pay. The Labor Code, which the Anti-Discrimination Act complements, further elaborates on the principle of equal pay for equal work or work of equal value, making the Anti-Discrimination Act's definitions of discrimination directly applicable to wage-related disparities.

Covered Employers

The Equal Treatment and Anti-Discrimination Law applies broadly to a wide range of entities and situations, ensuring comprehensive protection against discrimination across various sectors. In the realm of employment, the Act covers all employers, regardless of their size or sector, who engage in legal relationships concerning employment and access to employment. This includes both public and private sector employers, encompassing all forms of dependent work, service relationships, and other activities where an individual performs work under the direction of another. The law's reach extends to all stages of the employment cycle, from recruitment and hiring processes to working conditions, remuneration, professional training, and opportunities for career advancement. This broad application ensures that discriminatory practices are prohibited at every point of an individual's professional life.

Specifically, the Act's provisions apply to the right to employment and access to employment, including assistance provided by the Labor Office of the Czech Republic. It also covers access to professions, entrepreneurship, and other independent gainful activities, including integration into professional life. This means that not only traditional employer-employee relationships but also self-employment and professional licensing bodies are subject to the anti-discrimination principles. Furthermore, the law extends to membership and activities in trade unions, employee councils, or employer organizations, as well as professional chambers, including the benefits these organizations provide to their members. This comprehensive scope aims to prevent discrimination in all aspects of economic and professional participation.

While the Act establishes a general prohibition against discrimination, it also outlines certain permissible forms of differential treatment, which are not considered discrimination if they are objectively justified and proportionate. For instance, differential treatment based on age in access to employment or a profession is not considered discrimination if a minimum age, professional experience, or length of employment is essential for the proper performance of the job or for access to certain rights and obligations associated with it. Similarly, differential treatment related to the nature of the work or activity, where the requirements are proportionate to that nature, is also permissible. However, these exceptions are narrowly construed to prevent their misuse and ensure that the fundamental principle of equal treatment is upheld. The law does not specify size thresholds for employers, implying that its anti-discrimination provisions apply universally to all entities acting as employers or engaging in the covered activities.

Employee Rights

Under the Equal Treatment and Anti-Discrimination Law, employees in the Czech Republic are endowed with significant rights aimed at ensuring equal treatment and protection from discrimination across all aspects of their employment. These rights are fundamental and cover the entire employment lifecycle, from the initial stages of seeking employment to the conditions of work, remuneration, professional development, and opportunities for career progression. Specifically, individuals have the right to equal treatment in access to employment, including the application process and job offers, ensuring that employers do not make discriminatory demands for information or offer positions with discriminatory characteristics. This means that job applicants cannot be denied employment based on protected grounds such as sex, race, age, or disability, unless a genuine occupational requirement applies.

Once employed, individuals have the right to equal treatment regarding their working conditions, which includes aspects like working hours, leave, and other terms of employment. Crucially, the law explicitly extends the right to equal treatment to remuneration for work and other monetary or pecuniary benefits. This provision is central to pay equity, ensuring that employees performing equal work or work of equal value receive equal pay, irrespective of their protected characteristics. Furthermore, employees have the right to equal opportunities in professional training and in achieving functional or other advancement in employment. This prevents discriminatory barriers to skill development and career growth, promoting a fair and inclusive workplace environment.

To exercise these rights, individuals who believe they have been subjected to discrimination have several avenues for redress. They can seek protection through the courts, demanding that discriminatory acts cease, that the consequences of such acts be remedied, and that they receive appropriate satisfaction. In cases where discrimination has significantly diminished a person's good reputation, dignity, or standing in society, they also have the right to claim monetary compensation for non-pecuniary damage, with the amount determined by the court based on the severity of the harm and the circumstances of the violation. The law also provides for a shift in the burden of proof in discrimination cases, where the defendant (e.g., the employer) must prove that their actions were not discriminatory, rather than the plaintiff having to prove discrimination. Additionally, legal entities established to protect the rights of discrimination victims, or those whose activities include protection against discrimination, can provide information on legal assistance and cooperate in drafting or supplementing submissions to courts or administrative authorities. The Public Defender of Rights (Ombudsman) also plays a vital role in providing methodological assistance to victims of discrimination and investigating complaints.

Pay Transparency Requirements

The Equal Treatment and Anti-Discrimination Law, as a general anti-discrimination framework, primarily focuses on prohibiting discrimination in remuneration rather than mandating specific proactive pay transparency measures. While the Act explicitly includes "remuneration" as an area where discrimination is forbidden, it does not introduce requirements for employers to disclose salary ranges in job postings, publish pay scales, or conduct internal pay audits for transparency purposes. The emphasis is on ensuring that any existing pay structures or practices do not result in discriminatory outcomes based on protected characteristics, rather than on proactive disclosure of pay information to prevent such disparities. This approach aligns with the Act's broader goal of establishing a legal basis for challenging discriminatory practices after they have occurred, rather than imposing extensive preventative reporting obligations on employers.

Therefore, employers in the Czech Republic are not explicitly required by this specific Act to make salary ranges public in job advertisements or to publish their internal pay scales. The law's provisions on equal treatment in remuneration are enforced through individual complaints and legal proceedings, where an employee or job applicant can challenge perceived pay discrimination. In such cases, the burden of proof shifts to the employer to demonstrate that any differential treatment in pay was not discriminatory and was based on objective, non-discriminatory factors. While this mechanism provides a means of redress for pay discrimination, it does not foster the same level of proactive transparency that dedicated pay transparency laws might. The absence of such explicit transparency mandates means that employees may face challenges in identifying potential pay disparities without access to broader pay data.

It is important to note that while the Anti-Discrimination Act itself does not impose these specific pay transparency requirements, other related legislation or future amendments could introduce such obligations. For instance, the Czech Republic, as an EU member state, is subject to EU directives on pay transparency, which may eventually lead to national legislation incorporating more robust transparency measures. However, as of the original enactment of Act No. 198/2009 Coll., the focus remains on the prohibition of discriminatory pay practices and the provision of legal remedies for individuals who experience such discrimination, rather than on systemic pay transparency reporting or proactive disclosure mechanisms. The law's strength lies in its comprehensive definition of discrimination and its broad application to all aspects of employment, including remuneration, ensuring that the principle of equal pay for equal work or work of equal value is legally enforceable, even without explicit transparency mandates.

Reporting & Audit Obligations

The Equal Treatment and Anti-Discrimination Law, Act No. 198/2009 Coll., does not impose specific, recurring reporting or audit obligations on employers related to pay equity or broader anti-discrimination compliance. Unlike some dedicated pay equity legislation in other jurisdictions, this Act does not require companies to submit regular pay gap reports, conduct mandatory equal pay audits, or disclose detailed remuneration data to government bodies or the public. The primary mechanism for ensuring compliance and addressing discrimination, including in remuneration, is through individual complaints and legal proceedings, rather than through a system of proactive employer reporting or government-mandated audits. This reflects the Act's nature as a foundational anti-discrimination law, setting out principles and remedies rather than administrative compliance burdens.

Instead of mandatory reporting, the enforcement framework relies on the ability of individuals to bring forward claims of discrimination. When a complaint is filed, either with the Public Defender of Rights (Ombudsman) or directly with the courts, the relevant authorities will investigate the specific allegations. In such cases, employers are required to cooperate with investigations and, crucially, bear the burden of proving that their actions were not discriminatory. This shift in the burden of proof is a significant enforcement tool, compelling employers to maintain records and be able to justify their employment and remuneration practices. However, this is a reactive measure triggered by a complaint, not a proactive, regular reporting obligation.

While the Act itself does not mandate audits, the Public Defender of Rights, in its role as the national body for equal treatment, may conduct research and issue recommendations to promote equal treatment. These activities can indirectly lead to employers reviewing their practices, but they do not constitute a formal, legally binding audit obligation for all covered entities. The absence of explicit reporting and audit requirements means that the onus is largely on individuals to identify and challenge discriminatory practices. While this approach empowers individuals, it may also limit the systemic identification and rectification of broader pay gaps or discriminatory patterns that might not be immediately apparent to individual employees. Any future requirements for pay gap reporting or audits would likely need to be introduced through separate legislative acts or amendments, potentially driven by evolving EU directives on pay transparency.

Governance & Enforcement Bodies

The enforcement of the Equal Treatment and Anti-Discrimination Law in the Czech Republic involves several key bodies, each with distinct roles in upholding the principles of equal treatment and protecting individuals from discrimination. The primary judicial avenue for individuals to seek redress is through the courts. Individuals who believe their rights under the Act have been violated can file a lawsuit to demand the cessation of discriminatory acts, the removal of their consequences, and appropriate satisfaction, which may include monetary compensation for non-pecuniary damage. The courts are responsible for adjudicating these claims, interpreting the law, and issuing binding judgments. A significant procedural aspect is the shift in the burden of proof, where the defendant (e.g., the employer) must demonstrate that their actions were not discriminatory.

A central non-judicial body with a crucial role in the enforcement of the Anti-Discrimination Act is the Public Defender of Rights (Veřejný ochránce práv), commonly known as the Ombudsman. Since 2009, the Ombudsman has served as the national body for equal treatment and protection against discrimination. The Ombudsman's mandate extends beyond public administration to include complaints against municipalities, employers, businesses, schools, and other entities regarding discriminatory conduct. The Ombudsman provides methodological assistance to victims of discrimination, conducts research, and issues recommendations to promote equal treatment. While the Ombudsman cannot represent individuals in court, they offer guidance on how to defend rights before the court and communicate with lawyers and non-profit organizations involved in discrimination cases. This advisory and investigative role is vital for individuals seeking guidance and support outside of formal litigation.

In addition to the courts and the Ombudsman, other administrative bodies, such as the Labor Inspectorate (Státní úřad inspekce práce), play a role in overseeing compliance with anti-discrimination provisions, particularly within the employment context. While the Anti-Discrimination Act provides the overarching framework, the Labor Code and the Employment Act also contain specific provisions on equal treatment in employment, which the Labor Inspectorate is tasked with enforcing. These inspectorates conduct controls and investigations into adherence to labor laws, including those related to equal treatment and non-discrimination. Legal entities established for the protection of victims of discrimination also have the right to provide information on legal assistance and cooperate in drafting submissions to administrative authorities or courts, further contributing to the enforcement ecosystem. This multi-faceted governance structure aims to provide various avenues for individuals to seek justice and ensure that discriminatory practices are addressed.

Monitoring & Evaluation

The monitoring and evaluation of compliance with the Equal Treatment and Anti-Discrimination Law in the Czech Republic are primarily carried out through a combination of judicial oversight, administrative investigations, and the activities of the Public Defender of Rights. The courts serve as the ultimate arbiters, evaluating individual claims of discrimination and ensuring that legal principles are applied correctly. Their decisions, particularly those from higher courts, contribute to the development of case law, which in turn guides the interpretation and application of the Act by lower courts and other enforcement bodies. This judicial review process is a critical component of monitoring the law's effectiveness, as it tests the practical application of its provisions and remedies.

Administrative bodies, such as the Labor Inspectorate, are responsible for conducting inspections and investigating complaints related to discrimination in employment, as outlined in the Labor Code and the Employment Act, in conjunction with the Anti-Discrimination Act. These inspections can be proactive, targeting specific sectors or employers, or reactive, initiated in response to a complaint. During an investigation, the inspectorate assesses whether an employer's practices, including those related to remuneration, adhere to the principles of equal treatment. While the Anti-Discrimination Act itself does not specify audit frequency, the ongoing oversight by these administrative bodies contributes to a continuous, albeit not always systematic, monitoring of compliance within their respective jurisdictions.

The Public Defender of Rights (Ombudsman) plays a significant role in monitoring the overall implementation and effectiveness of the Anti-Discrimination Act. As the national body for equal treatment, the Ombudsman conducts research, collects data on discrimination cases, and issues recommendations aimed at promoting equal treatment and preventing discriminatory practices. The Ombudsman's office provides methodological assistance to individuals, which includes advising on the viability of legal action and tracking court decisions to better inform future complainants. This systematic collection of information and analysis of judicial outcomes allows the Ombudsman to identify trends, highlight areas where the law's application may be insufficient, and advocate for legislative or policy changes. The evaluation criteria for the law's effectiveness are implicitly tied to the number and nature of discrimination complaints, the outcomes of legal proceedings, and the extent to which the principles of equal treatment are being realized across society.

Enforcement & Penalties

The Equal Treatment and Anti-Discrimination Law provides several legal means for enforcing its provisions and imposing penalties for discriminatory acts. The primary enforcement mechanism is through civil litigation, where individuals who have experienced discrimination can seek judicial remedies. Upon finding that discrimination has occurred, a court can order the cessation of the discriminatory conduct, the removal of its consequences, and the provision of appropriate satisfaction to the victim. This satisfaction can take various forms, depending on the nature of the discrimination, and aims to restore the victim to the position they would have been in had the discrimination not occurred. For instance, in cases of employment discrimination, this might involve reinstatement, promotion, or adjustment of remuneration.

Crucially, the Act also allows for monetary compensation for non-pecuniary damage (náhrada nemajetkové újmy v penězích) if the discrimination has significantly diminished the person's good reputation, dignity, or standing in society. The amount of this compensation is determined by the court, taking into account the severity of the harm suffered and the specific circumstances under which the violation occurred. This provision serves as a significant deterrent and a means of acknowledging the non-material harm caused by discrimination. While the Act itself does not specify fixed fine amounts or penalty ranges for administrative offenses, other related laws, such as the Labor Code, may contain administrative penalties that can be applied in conjunction with the Anti-Discrimination Act's principles when discrimination occurs in the workplace. For example, the Labor Inspectorate, when investigating violations of equal treatment in employment, may impose fines under the relevant labor legislation.

The appeals process for decisions made under the Anti-Discrimination Act follows the general rules of civil procedure in the Czech Republic. Parties dissatisfied with a lower court's ruling can appeal to higher courts, ultimately reaching the Supreme Court or, for constitutional matters, the Constitutional Court. This multi-tiered judicial system ensures that legal interpretations are consistent and that individuals have avenues to challenge unfavorable decisions. While the Act primarily focuses on civil remedies, severe cases of discrimination, particularly those involving hate crimes or incitement to hatred, could potentially fall under criminal liability as defined by the Criminal Code, although this is outside the direct scope of the Anti-Discrimination Act itself. The shift in the burden of proof, where the defendant must prove non-discrimination, is a powerful enforcement tool that encourages employers and other entities to maintain fair and objective practices to avoid liability.

Relationship to Other Laws

The Equal Treatment and Anti-Discrimination Law operates within a broader legal framework in the Czech Republic, interacting with and complementing several other key pieces of legislation. Its most significant relationship is with the Labor Code (Zákoník práce, Act No. 262/2006 Coll.), which is the primary law governing employment relationships. The Labor Code itself contains fundamental principles of equal treatment and prohibitions against discrimination in employment, particularly in Section 16, which explicitly forbids discrimination based on various grounds, including sex, sexual orientation, race, ethnic origin, age, and disability, among others. The Anti-Discrimination Act serves as the overarching framework, providing detailed definitions of direct and indirect discrimination, harassment, and other related concepts, which are then referenced and applied within the context of the Labor Code. This means that the Labor Code applies the general anti-discrimination principles to specific workplace scenarios, including remuneration, working conditions, and career advancement.

Another important interaction is with the Employment Act (Zákon o zaměstnanosti, Act No. 435/2004 Coll.), which governs the right to employment and access to the labor market. This Act, in conjunction with the Anti-Discrimination Act, ensures that individuals are not discriminated against during the job application process, in job offers, or in the assistance provided by the Labor Office. The Anti-Discrimination Act also draws upon and reinforces the principles enshrined in the Charter of Fundamental Rights and Freedoms (Listina základních práv a svobod), which is part of the constitutional order of the Czech Republic. The Charter guarantees fundamental rights and freedoms to all without distinction, providing the constitutional basis for the Anti-Discrimination Act's provisions. In cases of conflict, constitutional law generally takes precedence, but the Anti-Discrimination Act provides the specific legislative detail for enforcing these constitutional principles.

Furthermore, the Anti-Discrimination Act interacts with other specialized laws that may contain anti-discrimination provisions relevant to their specific domains. For example, the Civil Procedure Code (Občanský soudní řád, Act No. 99/1963 Coll.) outlines the procedural rules for bringing discrimination claims before the courts. The Act also has implications for laws related to social security, healthcare, education, and access to goods and services, as it prohibits discrimination in these areas as well. The law explicitly states that it transposes relevant European Union regulations and builds upon directly applicable EU law and international treaties, which are part of the Czech legal order. This ensures that Czech anti-discrimination law is consistent with broader European and international standards, with EU directives often serving as the impetus for its creation and subsequent amendments. The Act thus forms a crucial part of a layered legal system designed to provide comprehensive protection against discrimination.

International Context

The Equal Treatment and Anti-Discrimination Law of the Czech Republic is deeply rooted in and significantly influenced by international and European legal frameworks. Its enactment was a direct response to the Czech Republic's obligations as a member state of the European Union, particularly the need to transpose several key EU anti-discrimination directives into national law. These directives include, but are not limited to, Directive 2000/43/EC (Race Equality Directive), Directive 2000/78/EC (Employment Equality Directive), and Directive 2006/54/EC (Recast Gender Directive), which specifically addresses equal opportunities and equal treatment of men and women in matters of employment and occupation, including remuneration. By incorporating these directives, the Czech Act ensures a consistent and robust standard of anti-discrimination protection across the EU, reflecting a shared commitment to fundamental rights and equality.

Beyond the European Union, the Czech Anti-Discrimination Act aligns with broader international human rights instruments. The Czech Republic is a signatory to numerous international conventions that prohibit discrimination, such as the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights. More specifically, in the context of employment and pay equity, the Act reflects the principles enshrined in International Labour Organization (ILO) Conventions, particularly ILO Convention No. 100 on Equal Remuneration (1951) and ILO Convention No. 111 on Discrimination (Employment and Occupation) (1958). These conventions advocate for equal remuneration for men and women for work of equal value and the elimination of discrimination in respect of employment and occupation. The Czech law's prohibition of discrimination in remuneration based on sex and other grounds directly contributes to fulfilling these international obligations, demonstrating the country's commitment to global standards of labor justice and human rights.

Implementation Timeline

Date	Milestone	Status
April 23, 2008	Act No. 198/2009 Coll. adopted by Parliament	Adopted
June 29, 2009	Publication in the Collection of Laws (Sbírka zákonů)	Published
September 1, 2009	Entry into force of most provisions of the Act	In Force
December 1, 2009	Entry into force of provisions concerning the Public Defender of Rights' competence in anti-discrimination	In Force
July 1, 2015	Amendment by Act No. 332/2014 Coll.	In Force (Amended)
January 1, 2018	Amendment by Act No. 365/2017 Coll.	In Force (Amended)

Compliance Checklist

Requirement	Action Required	Deadline
Prohibition of Direct Discrimination	Ensure no less favorable treatment based on protected grounds in employment, remuneration, training, etc.	Ongoing
Prohibition of Indirect Discrimination	Review neutral policies/practices for disproportionate negative impact on protected groups; justify objectively if necessary.	Ongoing
Prohibition of Harassment & Sexual Harassment	Implement policies and procedures to prevent and address harassment; provide training.	Ongoing
Equal Treatment in Recruitment & Hiring	Ensure job advertisements, selection criteria, and interview processes are non-discriminatory. Do not request prohibited information.	Ongoing
Equal Treatment in Remuneration	Ensure equal pay for equal work or work of equal value, regardless of protected characteristics.	Ongoing
Equal Treatment in Working Conditions	Provide equal working conditions, benefits, and opportunities for all employees.	Ongoing
Equal Opportunities for Training & Advancement	Ensure non-discriminatory access to professional development and career progression.	Ongoing
Reasonable Accommodation for Disability	Provide reasonable adjustments for individuals with disabilities to ensure equal opportunities.	Ongoing
Shift in Burden of Proof Preparedness	Maintain objective records and justifications for employment decisions to defend against discrimination claims.	Ongoing
Cooperation with Enforcement Bodies	Cooperate fully with investigations by courts, Ombudsman, and Labor Inspectorate.	Upon Request

Sources and References

Source	Type
Zákon č. 198/2009 Sb., o rovném zacházení a o právních prostředcích ochrany před diskriminací a o změně některých zákonů (antidiskriminační zákon) - Poslanecká sněmovna	official
Sbírka zákonů - Ministerstvo vnitra (Částka 58/2009, containing Act No. 198/2009 Coll.)	government
Rovné zacházení - gov.cz - Portál veřejné správy	government
Rovné zacházení a diskriminace | Ombudsman - Veřejný ochránce práv	government
Diskriminace - Veřejný ochránce práv (Sborník stanovisek)	government
Rovné zacházení a zákaz diskriminace před vstupem do zaměstnání | Středočeský kraj	government
National transposition measures concerning Directive 2006/54/EC - EUR-Lex	legal
ILO NATLEX - Czech Republic (General anti-discrimination legislation)	official