Czech Republic and Slovakia move to enforce transparent pay rules

The Czech Ministry of Labour and Social Affairs has finished its amendment to the labour code that introduces EU‑mandated transparent remuneration rules. Employees will be able to request information on the salaries of colleagues in comparable positions once a year, and the amendment lowers the fine for employers who fail to disclose previous salary levels. The proposal, which retains most of the original obligations, is now headed to the government, while employer associations warn that the new reporting and data‑analysis requirements will be a heavy administrative burden, especially for small and medium‑sized firms.

In Slovakia, a new law on pay transparency took effect on 7 June 2026. It grants workers the right to obtain details of total compensation – including bonuses, premiums and non‑cash benefits – and obliges employers to justify any wage differences with objective, demonstrable reasons such as qualifications, responsibility or performance. Companies must comply with many of the reporting obligations by the end of July, according to lawyer Lucia Boráková, who notes that the law does not require equal pay for all staff but seeks to eliminate unjustified gender‑based differences.

Both measures implement the EU directive on equal pay and aim to improve enforceability of existing anti‑discrimination provisions by increasing wage transparency across the Czech and Slovak labour markets.