Wages

South Moravia can be rated as one of the most favourable locations in the Czech Republic from the employers’ point of view. Qualification levels are among the highest in the country (Brno itself having 37.3 % of the workforce with university education, in comparison to the 38.3 % in Praha) whereas the wages are still substantially lower than those in the capital city (approximately amounting to 75 %). This is the case with the managerial and middle management positions throughout the region. As for employees in manufacturing and related services, the wages in Brno tend to be slightly over the national average, but they are significantly lower in other parts of the region.

The Czech law stipulates that employees must not receive wage that is lower than the minimum wage. The minimum possible wage is declared by a decree of the government of the Czech Republic and published in the Collection of Acts. As of 1st January 2021, the wage for employees remunerated by a monthly wage is 15,200 CZK, for employees paid by hourly wages was 90.50 CZK/hour. This wage for that purpose does not include overtime bonus, premium for work in difficult and harmful-to-health working conditions, premium for night work and work on holidays (a premium for an hour of night work is amounting to 20 % of average hour income, it quotes at least 18.10 CZK). The minimum wage is valid for any employment (both for a fixed and indefinite contract for full and part-time employment), however, it does not apply to contract work agreements concluded outside the employment contract.

According to the national statistics, the average monthly gross salary in 2019 was 34,125 CZK in (annual increase +7.0 %), the average monthly gross salary in the South Moravia was 32,896 CZK (6.8 % growth) but two thirds out of all employees have their average earnings below this level. From the regional point of view the highest salaries have been paid in Prague (about 25 % higher than the nationwide average but 29 % above the South-Moravian average). The city of Brno achieves overall wage level just about the nationwide average but the rest of the region has wages lower than that.

Although the labour costs in the South Moravian Region are still distinctively under the Western Europe level, in general, neither the whole Czech Republic nor the region are no more indicated as low-cost. It is due to the progressive wage increase (wages have been doubled since 2000) and Czech currency strengthening (+36 % compared with EUR, 2000).

The actual labour costs, however, will depend on the overall remuneration policy and the benefit package offered to employees. People in South Moravia, just like anywhere else in the Czech Republic, are willing to commute to get a good job (normally up to 30 km a day; for managerial positions even more than 100 km. However, Czech people are quite reluctant to move permanently which is a fact that every investor should keep in mind.

Tab. 10: Average hourly wages in South Moravia by the educational level (CZK)

Level of education

2002

2005

2008

2011

2015

2016

2017

2018

2019

Primary education

63.09

68.74

89.04

97.94

112.39

115.87

130.71

139.36

141.06

Secondary without final exam

73.88

85.77

106.13

110.21

120.49

126.32

139.10

147.56

161.69

Secondary with final exam

95.54

113.48

140.93

143.82

155.05

162.55

173.36

182.53

200.72

Higher secondary and bachelors

103.77

125.36

156.97

164.82

189.11

200.07

214.25

226.96

237.31

University degree

172.83

191.75

239.95

237.21

254.37

264.10

276.51

280.91

303.46

Total – private sector

88.09

105.37

136.12

141.79

158.93

167.24

179.85

189.54

206.91

Source: Regional Statistics of Labour Cost – Ministry of Labour and Social Affairs; private sector data

Tab. 11: Average hourly wages in South Moravia by main employment categories (CZK)

Main employment categories

2002

2005

2008

2011

2015

2016

2017

2018

2019

Managerial positions

205.80

231.01

281.98

308.72

356.66

352.23

357.84

366.64

447.69

Researchers, specialised expert workers

134.28

161.02

201.57

217.72

257.98

271.03

287.35

295.15

309.64

Technicians, workers in health-care
and education

104.49

129.03

159.04

158.92

174.87

183.56

195.49

205.50

224.20

Lower administrative positions

73.96

88.00

107.93

121.81

133.01

139.90

151.43

158.02

175.29

Operators in services and trade

58.05

67.81

85.05

82.69

93.20

99.15

108.46

119.87

138.34

Craftsmen and manufacturing workers

76.37

87.17

112.48

118.99

136.63

141.92

153.89

161.18

173.74

Manufacturing operators

76.55

87.92

109.48

115.02

125.31

133.15

146.31

155.98

165.57

Unskilled workers

54.38

62.69

72.42

86.43

97.03

98.91

108.38

121.89

127.96

Total – private sector

88.09

105.37

136.12

141.79

158.93

167.24

179.85

189.54

206.91

Source: Regional Statistics of Labour Cost – Ministry of Labour and Social Affairs; private sector data

Tab. 12: Average hourly wages in South Moravia by gender and employment categories (CZK)

Employment categories

2002

2005

2008

2011

2015

2016

2017

2018

2019

Male

98.61

116.88

153.75

158.12

175.92

185.29

197.85

207.81

226.33

Female

72.56

85.09

108.24

117.99

132.18

137.82

150.12

160.23

176.47

Manual workers

71.75

81.43

101.39

105.73

117.98

124.84

137.09

146.25

158.07

Non-manual workers

117.50

144.71

178.39

182.67

197.81

208.40

220.65

229.39

251.98

Source: Regional Statistics of Labour Cost – Ministry of Labour and Social Affairs; private sector data

Tab. 13: Average month wages in South Moravia by employment categories in 2019 (CZK)

Employment categories

Average wage

Of which

Basic wage (%)

Other benefits, contributions (%)

Managerial positions in human resources

89.400

72.4

27.6

Managerial positions in marketing

92.735

64.2

35.8

Managerial positions in research and development

92.403

74.4

25.6

Managerial positions in manufacturing

71.188

70.7

29.3

Managerial positions in freight, warehousing and telecommunications

69.193

68.6

31.4

Managerial positions in ICT

98.811

71.8

28.2

Managerial positions in financial services

110,664

60.9

39.1

Mechanical engineers

51,569

79.3

20.7

Electrical engineers

66,909

73.7

26.3

Financial analysts, finance specialists

48,946

69.4

30.6

Programmers

70,584

72.8

27.2

System analysts

73,854

72.6

27.4

IT system administrators

54,276

78.8

21.2

Building technicians

34,693

71.9

28.1

Technical positions in electrical engineering

43,424

70.8

29.2

Technical positions in mechanical engineering

39,737

71.3

28.7

Technical positions in other industries

37,691

67.9

32.1

Specialists accounting, economics, human resources

34,956

73.5

26.5

Purchasing specialist

38,444

75.6

24.4

IT operators and maintenance

45,108

74.0

26.0

Secretaries

30,280

73.5

26.5

Emplyees in customers centres

31,391

70.1

29.9

Employees in accounting and budgeting

27,876

79.3

20.7

Warehouse clerks

29,124

70.8

29.2

Production clerks

34,334

70.0

30.0

Shop assistants

22,826

74.9

25.1

Bricklayers

23,276

73.1

26.9

Welders

24,596

72.8

27.2

Plumbers, locksmiths at construction works

31,881

62.6

37.4

Tool-makers and metal workers

29,555

66.7

33.3

Machinists, machine and device repairers

34,330

65.9

34.1

Electricians

32,600

71.2

28.8

Quality controllers, laboratory technicians

29,697

63.5

36.5

Skilled workers–metal tooling

32,217

59.6

40.4

Skilled workers – electrical engineering

28,273

68.4

31.6

Truck drivers

26,374

68.4

31.6

Unskilled workers

23,061

70.6

29.4

Source: Regional Statistics of Labour Cost - Ministry of Labour and Social Affairs, 2019; private sector data

No doubt, the concrete remuneration policy is a matter of your company’s strategy. Yet, we also present the information on wage factors based on direct experience with companies (mainly foreign-owned) that have already established their existence in South Moravia. On top of this, remuneration packages offered by multinational companies to their employees in South Moravia are also stated, as well as a few hints and points for consideration that your HR department may want to know about.

There are several important factors to be considered when considering the remuneration package:

  • Size of the company
  • Production/service sector
  • Location of the company (big cities, transport infrastructure accessability, unemployment rate)
  • Level of working and professional experience of an employee

Most companies offer salaries and benefits on the local labour market average level. We suppose the potential key motivators for the successful attraction and retention of quality candidates could be as follows:

  • All employees (both white and blue collars)
    • Realistic performance related bonus or premium
    • Company contribution for meals (vouchers)
    • Extra days of holidays
    • Training courses – language etc.
    • Sport, cultural benefits
    • Insurance other than provided by the State
    • A private or corporate pension fund
    • Full salary in case the employee is sick


Better working conditions and professional growth, housing facilities and company shuttle-buses for people who cannot commute every day can be considered other attractive factors.

  • Managers and Professional Staff
    • Realistic performance related bonus
    • Car
    • Mobile phone
    • Notebook
    • A private or corporate pension fund
    • Insurance other than provided by the State
    • Stock options
    • Business trips abroad
    • Training – MBA, ISO, VDA etc.
    • Relocation package where necessary with an accommodation, as well as possible work for family members (spouse), childcare support


Any combination of the above along with a competitive salary should help the investor to become a competitive employer in the region.

  • Regional Development Agency of South Moravia
    Výstaviště 405/1
    603 00 Brno
    Czech Republic
    www.rrajm.cz