1. After a cautious 2025, significant investment growth is expected in 2026
After a period of cautious investment in 2025, influenced by global uncertainty, for example the Czech Republic is preparing for record investment in digital innovation and AI in 2026. The government is planning significant financial injections, supported by European funds, which are expected to increase competitiveness, particularly in the areas of technology and research. This transition means that companies will focus much more on strategic innovation and digitization, which should strengthen their market position.
On the other hand, it is important to realize that these investments will also be subject to greater scrutiny and a quick return on investment will be expected. Companies will have to carefully consider how far and how quickly to expand their innovations so as not to take on too much risk associated with unexpected market changes. More specifically, some projects may be suspended or slowed down due to concerns about uncertainty, and companies will need to be more cautious and consistent in deciding how to allocate their finances and resources. This approach requires greater discipline and strategic planning to ensure that investments are effective and minimize the risk of failure.
2. Replacement of AI developers and pressure to retrain
With the growing deployment of AI technologies, there are concerns about jobs, as AI could affect up to 40% of jobs by 2035. According to estimates by companies and the government, they will face the need for massive workforce retraining. However, this is a complex process requiring time, resources, and coordination between educational institutions and the labor market. Increasing AI (re)training will be essential to maintaining employment.
On the other hand, there is a risk that not only will retraining not be fast enough, but some segments of the labor market may be exposed to social and economic problems if the changes are too drastic. In addition, companies must balance these changes with the need for continuous production and services, which sometimes limits the speed of adaptation.
3. EU AI Act: Introduction of strict regulation and safety standards for AI
The European AI Act, which will be introduced for example in Czechia in August 2026, will bring strict rules for the development, testing, and application of AI systems, including a so-called regulatory sandbox where companies will be able to safely experiment with new technologies. Supervision of these systems will be decentralized with tasks divided among several authorities to ensure comprehensive control and minimize risks.
However, the introduction of these regulations may delay some innovative projects and increase the costs of bringing them to market. Small and medium-sized enterprises may face an administrative burden that could hinder the rapid development of new AI solutions if the system is not flexible enough.
4. The year when green promises turn into concrete obligations
EU legislation and national plans place a strong emphasis on sustainability and reducing the environmental impact of business in 2026. Companies will be forced to implement environmentally friendly practices and invest in green technologies not only for regulatory reasons, but also due to growing pressure from customers and business partners. These changes will bring concerns, but also opportunities for innovation in energy, manufacturing, and services.
The transition to sustainable technologies can be financially demanding, especially for smaller businesses, and some sectors may struggle with the speed of this adaptation. In addition, some companies will have to publish ESG reports for the first time. Furthermore, not all investments will pay off immediately, which may cause concerns and resistance in some parts of the business environment.
5. Office vs. home office. Hybrid models seek a new balance
Hybrid and flexible working models are touted as the future of work and help companies attract talent and increase employee satisfaction. Technology enables remote collaboration and the digitization of office processes, which meets the demands of the new generation of workers.
At the same time, however, it must be taken into account that reality shows that many Czech companies still prefer their employees to return to the office for better control, communication, and corporate culture. This discrepancy between declared trends and practice can lead to ambiguous implementation and frustration on the part of both employers and employees.