On 15 April 2026, the National Council of the Slovak Republic adopted a new law on equal pay for men and women for equal work or work of equal value. The new legislation will enter into force on 7 June 2026 and represents a significant step towards greater transparency and equality in workplace remuneration.<\/p>\n
The law is based on Directive (EU) 2023\/970 of the European Parliament and of the Council and reflects the European Union\u2019s long-term objective of reducing the gender pay gap. In addition to strengthening employees\u2019 rights, it also introduces extensive new obligations for employers in the areas of HR processes, internal reporting, and remuneration systems.<\/p>\n
Although the principle of equal pay is already embedded in the Labour Code, the new legislation introduces specific mechanisms aimed at enabling more effective identification and elimination of unjustified pay disparities.<\/p>\n
At the same time, the law explicitly confirms that differences in remuneration do not automatically constitute discrimination, provided that they are based on objective, transparent, and verifiable criteria.<\/p>\n
The new legislation primarily introduces:<\/p>\n
One of the most significant changes is the obligation to implement transparent remuneration structures enabling the comparison of job positions based on objective criteria and the value of work performed.<\/p>\n
Employers will also be required to make available the criteria used to:<\/p>\n
Remuneration structures must be implemented no later than 31 July 2026.<\/p>\n
From 7 June 2026, employers will be required to ensure that:<\/p>\n
The law also prohibits employers from requesting information regarding a candidate\u2019s current or previous salary.<\/p>\n
Employees will have the right to request information from their employer regarding:<\/p>\n
Employers will be required to provide such information within two months from receipt of the request.<\/p>\n
A major innovation introduced by the law is the obligation to regularly report to the Ministry of Labour, Social Affairs and Family of the Slovak Republic.<\/p>\n
The scope of reporting includes in particular:<\/p>\n
The reporting frequency and commencement of reporting obligations depend on the size of the employer:<\/p>\n
Under the law, a joint pay assessment obligation arises for reporting employers if the report reveals a pay gap of at least 5%, the employer fails to justify it based on objective and non-discriminatory criteria, and the disparity is not remedied within six months from submission of the report to the Ministry of Labour.<\/p>\n
A joint pay assessment may include in particular:<\/p>\n
Failure to comply with the obligations may result not only in fines ranging from EUR 4,000 to EUR 8,000, but also in employee claims.<\/p>\n
Employees may in particular seek:<\/p>\n
Although the law will only become effective on 7 June 2026, preparations should begin without delay. In practice, this primarily involves:<\/p>\n
The new legislation represents not only a regulatory obligation, but also an opportunity to strengthen employee trust, corporate culture, and the employer\u2019s reputation on the labour market.<\/p>\n
Should you have any questions or wish to discuss the practical implications of the new legislation for your company, please do not hesitate to contact us. We would be pleased to guide you through the practical impact of the new rules on your organisation.<\/p>\n","protected":false},"excerpt":{"rendered":"
On 15 April 2026, the National Council of the Slovak Republic adopted a new law on equal pay for men and women for equal work or work of equal value. The new legislation will enter into force on 7 June 2026 and represents a significant step towards greater transparency and equality in workplace remuneration. The […]<\/p>\n","protected":false},"author":3,"featured_media":4119,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[36],"tags":[],"class_list":["post-4121","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-law"],"ase":null,"_links":{"self":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4121","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/comments?post=4121"}],"version-history":[{"count":2,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4121\/revisions"}],"predecessor-version":[{"id":4123,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4121\/revisions\/4123"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/media\/4119"}],"wp:attachment":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/media?parent=4121"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/categories?post=4121"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/tags?post=4121"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}