Most common types of occupational medical examinations

There are still several basic types of occupational medical examinations. Each has different rules and purposes:

Initial medical examination 

Conducted when an employee starts a job or changes their type of work. The physician assesses whether the employee is medically fit for the given position.

Periodic medical examination 

Regular health check-ups for employees. For high-risk jobs (categories 3 and 4), these are mandatory at intervals set by law. For non-risk jobs (categories 1 and 2), they are voluntary—conducted only upon the written request of the employee or employer.

Extraordinary medical examination

A newly regulated category of examination. You conduct this when transferring an employee to different work within the same job type if the working conditions have changed.

Exit examination

Conducted upon the termination of employment for employees performing high-risk work.

Extraordinary examination upon employee transfer – a key change

The biggest change concerns extraordinary examinations. Instead of an initial examination, you now conduct an extraordinary examination when transferring an employee to different work within the same job type.

In other words, when the working conditions differ from those for which their medical fitness was originally assessed.

What "different conditions" means

Different working conditions occur when:

• A new risk factor is added
• Existing risk factors change
• The work is classified as high-risk

When you do not need to conduct an extraordinary examination

Extra check-ups are not required after:

• Maternity leave
• Parental leave
• Unpaid leave that immediately follows parental leave

Conversely, an initial medical examination is still required when changing job roles.

Periodic check-ups – now requiring a written request

For non-hazardous work (categories 1 and 2), periodic check-ups are voluntary. They are only performed at the request of the employee or the employer.

Key change: The request for a check-up must be in writing.

In practice, this means:

1. You create a request template
2. The employee signs it
3. You archive the request

Occupational health service documentation

The doctor may now request a copy of the employee's hazardous work record – a list of the hazardous work they perform. However, you only send it upon request, not automatically for every check-up.

In practice:

1. Maintain an up-to-date record of hazardous work for every employee
2. Have it ready to send
3. Send only at the express request of the occupational health service provider

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New medical assessment templates from January 2026

As of January 2026, two new medical fitness assessment templates are in use:

Template No. 1 – Medical Fitness Assessment for Work 

Used for regular employees for all types of check-ups (initial, periodic, extraordinary, exit).

Template No. 2 – Medical Fitness Assessment for Practical Training and Vocational Preparation 

Used for high school students before starting their professional internship.

Can you customize the templates?

Yes, you can customize the templates to suit your company's needs, but they must include all mandatory information required by the decree.

Exception: If you have medical fitness assessment requirements governed by other legal regulations (for example, for drivers, pilots, or crane operators), these templates do not apply to you. You must follow the specific regulations for that profession.

How we can help you set up your processes

Implementing the new rules requires not only administrative preparation but also legal analysis and the establishment of functional processes.

We will help you with:

→ By auditing your current processes for occupational medical check-ups 

→ By preparing templates for periodic check-up requests 

→ By setting up records of hazardous work

→ By preparing an internal policy for sending employees to check-ups

→ Training for HR personnel

→ Compliance checks for new medical assessment templates

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Ondřej Chlada is a partner and guarantor ofemployment lawat endors. He specializes in providing advice to both Czech and international clients. He helps companies strategically manage employment relationships and set up modern HR processes. He is a leading expert on employment law in the Czech Republic, with accolades from international rankings such as Chambers and Best Lawyers.