Slovakia enacts wage‑transparency law to end secret pay gaps

From 7 June 2026 a new Slovak labour law will require firms to disclose the salary range for a position before a job interview or contract signing. Employers must show how wages are set, compare comparable roles and explain any pay differences that cannot be justified by performance, experience, responsibility or job difficulty. The legislation bans asking applicants about their current or previous salaries, aiming to prevent the transfer of historic pay inequities to new jobs.

Job advertisements must use gender‑neutral language and cannot imply that a role is intended for a specific sex unless the work itself requires it. Companies with at least 250 employees will submit an annual pay‑reporting statement; those with 100‑249 employees must report once every three years. Any unexplained gender pay gap of 5 % or more in a comparable employee group must be addressed within six months, with possible joint assessment involving employee representatives.

The law seeks to increase transparency, give workers clearer information about their remuneration and reduce unexplained gender wage gaps, while placing new compliance and reporting obligations on employers across Slovakia.