Employees and employment law · Slovakia
Pay transparency
Act No. 76/2026 Z. z. on Equal Pay for Men and Women introduced duties for every employer: a pay structure based on objective criteria, information about starting pay before interview, a ban on asking about previous salary, and pay reports for larger businesses, with fines for non-compliance. We put everything in place: from criteria and documents to the first report.
- Obligations according to business size
- Criteria, documents and reporting
- Fees agreed in advance
What we'll do for you
The scope depends on business size. A small business needs recruitment and criteria adjustments; a large one also needs an entire reporting process. After the audit, you receive a precise list of applicable duties and the fee for implementing them.
Select an item to see the details.
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Audit of the current position
We review how you currently set and increase pay, how recruitment works and which statutory duties apply according to headcount — including deadlines already running.
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Employee categories and criteria
We help group roles into categories of equal work or work of equal value and establish objective pay criteria — complexity, responsibility, effort and conditions — as required by law.
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Recruitment and adverts
We revise adverts and interview processes — starting pay or pay range information, neutral job titles and removal of questions about previous salary, which the law expressly prohibits.
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Employees' right to information
We prepare a process for employee requests for pay level information, including deadlines and annual notifications — and flag salary confidentiality clauses that are now invalid.
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Pay reports
For businesses with 100 or more employees, we establish data collection and calculations for pay reports, consultation with employee representatives and a process for identified differences.
Deliverablean implemented pay structure, revised adverts and internal processes, and a prepared pay reporting system
How it works
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- Auditday 0
We identify your applicable duties and deadlines and where the current position conflicts with the law.
- Criteria and documents
We propose a pay structure and revise internal policies, adverts and recruitment material.
- Implementation
Consultation with employee representatives, HR training and launching information request processes.
- Reportingaccording to business size
Preparing the first pay report and supporting its submission to the Ministry of Labour.
The EU Pay Transparency Directive has become law in Slovakia — Act No. 76/2026 Z. z. on Equal Pay for Men and Women is in force, and its first deadlines have passed. This is not an HR formality: it changes recruitment, pay policies and handling of pay data, and shifts the burden of proof against the employer in disputes.
We help implement the obligations so they make operational sense — not as another folder, but as a system that stands up before the labour inspectorate, employee representatives and the courts.
No-obligation enquiry
Ready to start?
Send us an enquiry. We reply within 24 hours with a price confirmation and next steps. The first 30-minute consultation is free and commits you to nothing.
- 1Send your enquiry via this form
- 2Within 24 h you get a price confirmation and plan
- 3We start work only after your approval
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What clients ask
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Who does the new law actually apply to?
The core duties — a pay structure based on objective criteria, starting pay information before interview and a ban on asking about previous salary — apply to every employer regardless of size. Further duties increase with headcount: pay progression criteria from 50 employees, pay reporting from 100 employees.
Which deadlines are already running?
Employers existing before 7 June 2026 were required to introduce a pay structure by 31 July 2026 — that deadline has passed. Businesses with 150 or more employees submit their first pay report by 7 June 2027 for the period from 1 August to 31 December 2026 — so data for that period must already be collected. Businesses with 100 to 149 employees have their first report due by 7 June 2031.
What happens if we do not submit a report?
The Ministry of Labour first sets an additional deadline; if no report arrives even then, it imposes a fine of 4 000 to 8 000 €. Litigation is a greater risk than the fine: where statutory duties are breached, the burden of proof in an equal pay dispute shifts to the employer, and the employee is entitled to compensation including lost pay with interest.
Must I state salary directly in the advert?
A published Slovak job offer must state the basic salary component (Section 62(2) of Act No. 5/2004 Z. z.). In addition, Act No. 76/2026 Z. z. requires information about the starting pay or its range sufficiently in advance of the interview or conclusion of the contract to enable the applicant to negotiate pay on an informed basis. The prohibition on asking about previous salary applies separately.
Can employees now ask about colleagues' salaries?
Not an individual colleague's salary. An employee has a right to information on average pay levels for men and women in the employee category doing equal work — not a specific person's pay. Employees also cannot be prohibited from discussing their own pay; confidentiality clauses concerning their own remuneration are invalid.
We have pay differences. What do we actually risk?
A difference is not unlawful in itself — but it must rest on objective criteria unrelated to sex. If a report shows an unjustified gap of at least 5 % in a category and you do not remedy it within six months, a joint pay assessment with employee representatives becomes mandatory. An audit identifies such gaps while they remain internal information.
Legal Q&A
Common questions on this topic
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How long is the notice period, and when does it start?
The notice period is at least one month. If employment has lasted at least one year when notice is served, it increases to at least two months; for notice on organisational or health grounds after at least five years of employment, it is at least three months. The notice period always starts on the first day of the calendar month following service of notice.
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When am I entitled to severance pay, and how much?
Statutory severance pay mainly applies when the employer terminates employment on organisational grounds (closure, relocation or redundancy) or health grounds. The amount increases with years of service, from one to four times average monthly earnings for termination by notice, or up to five times for termination by agreement. There is no statutory severance entitlement for dismissal for misconduct.
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How long can probation last, and how can employment end during it?
Probation may last up to three months, or six for managerial employees directly reporting to the statutory body, and must be agreed in writing or is invalid. It cannot be extended. During probation, either employer or employee may terminate employment in writing for any reason or without giving a reason; notification should generally be served at least three days in advance.
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Further reading
Equal Pay Act: what employers needed by 31 July 2026 and what comes next
Businesses had until 31 July 2026 to introduce pay structures based on objective criteria. The deadline has passed but the duty continues, and most other rules apply regardless of company size.
Read more →
New social contributions for the self-employed: income test, contribution holidays and micro-contribution
From 1 July 2026, social insurance contributions for the self-employed follow new rules. Compulsory insurance arises only above the income threshold, EUR 2,876.90 for 2026; new businesses have a six-month holiday and low incomes attract a EUR 131.34 monthly micro-contribution. Acts No. 261/2025 and 122/2026 Z. z. introduced the reform.
Read more →
Disguised labour supply: why Czech labour inspectors impose multimillion-crown fines
In 2024, Czech labour inspectors identified 245 cases of disguised labour supply and imposed 161 fines totalling CZK 71.714 million. Another 81 fines totalling CZK 67.198 million went to clients enabling these arrangements. Calling labour hire a service can be a costly mistake, including for Slovak companies.
Read more →