Transparency in pay: Fair pay or discrimination

The Ministry of Labour, Social Affairs and Family of the Slovak Republic has submitted for inter-ministerial comment a draft new law on transparency in pay, which aims to strengthen the principle of equal pay for men and women for equal work or work of equal value. Equality in remuneration was also enshrined in the Constitution of the Slovak Republic by its latest amendment on September 26, 2025.

Key changes for employers

1. Obligation to disclose remuneration ranges in job offers
Companies will already have to disclose the remuneration range when advertising jobs. This is to ensure that applicants have access to information about the actual average pay of colleagues in the same role. At the same time, the published job offer must be formulated in a gender-neutral way.

2. Prohibition on ascertaining the applicant's previous income
Employers will not be able to ask applicants for information about their previous salary. This step is intended to prevent historical pay inequalities from spilling over into new employment relationships.

3. Obligation to report pay gaps to the Ministry of Labour

• Firms with more than 250 employees: annual reports, first by 7 June 2027
• Firms with 150-249 employees: every 3 years
• Firms with 100-149 employees: every 4 years

These reports will serve as a tool for monitoring and evaluating equal pay.

4. Extending the right to compensation and shifting the burden of proof
The injured party will have the right to seek compensation within three years of the breach of the equal pay principle. The burden of proof shifts to the employer, which means that the employer will have to prove that discrimination did not take place.

Risks for companies - allegations of gender inequality

This is a significant change that will require a review of internal HR processes, pay structures and communication strategies. The proposed legislative changes may contribute to eliminating gender pay inequalities. However, their real benefit will depend on the final wording of the measures taken to avoid the risk of lawsuits from lower-performing employees who might misinterpret lower pay as gender discrimination.

We recommend you start with a pay audit, setting internal equality metrics and preparing for the new reporting obligations.

We are happy to help you implement these changes so that you are not only legislatively but also strategically ready. If you would like a consultation or training on the proposed changes, please do not hesitate to contact us.