From 7 June 2026, the Equal Pay Act for men and women will come into force in Slovakia. It imposes specific obligations on every employer, regardless of the size of the company.
Transparent pay structures, the right of employees to request information on pay, mandatory pay reports and the reversal of the burden of proof in any legal disputes. These are not abstract concepts. These are your obligations, which have already come into effect.
Our aim is to help you implement the law correctly, on time and without unnecessary risks.
Our services
Payroll Audit (Gap Analysis)
We will analyse your remuneration data and identify whether your company shows a critical pay gap of at least 5 per cent.
Setting up pay structures
We will introduce transparent remuneration structures based on objective, gender-neutral criteria – in line with the deadline of 31 July 2026.
Job evaluation and categorisation
We will review the job catalogue and establish a categorisation system in accordance with the criteria required by law.
Preparation of the remuneration report
We will compile the mandatory remuneration report, including calculations of pay gaps, medians and quartile ranges.
Review of recruitment processes and documentation
We will amend job advertisements, employment contracts and internal guidelines to ensure they comply with the new legal requirements.
Training for management and HR
We will train line managers and HR teams so that they understand the new rules and know how to apply them in practice.
Frequently Asked Questions
01 Who does the law apply to?
It applies to all employers with employment relationships governed by the Labour Code, as well as civil service relationships governed by specific regulations. The scope of obligations varies depending on the size of the company. Some apply to all employers, whilst others apply only to those with 50 or 100 employees or more.
02 By when must I implement transparent pay structures?
By 31 July 2026. The law does not specify a particular methodology. It is important that the criteria are objective, gender-neutral and documented.
03 What are the consequences if I fail to comply with the law?
A fine of between €4,000 and €100,000, reputational risks and the financial costs associated with paying back pay differences, including interest. In addition, the Act introduces a reversed burden of proof, whereby, in legal proceedings, the employer must prove that any pay gaps are justified.
04 What is a joint remuneration assessment and when does it apply?
If a pay report reveals a difference of at least 5 per cent which the company cannot objectively justify, it must carry out an in-depth analysis of the causes and implement corrective measures within 8 months of submitting the report to the Ministry.
05 Can employees discuss their pay?
Yes. Confidentiality clauses relating to an employee's own pay are invalid under the law. Furthermore, employees have the right to request information on average pay for comparable roles.
06 How long does implementation take?
It depends on the size of the company and the state of the existing documentation. A pay audit and the setting up of pay structures usually take between 6 and 12 weeks, but we recommend starting as soon as possible.
Why Choose Grant Thornton?
35+
years of experience
Longstanding practice in payroll and HR consultancy on the Slovak market.
130+
countries in the Grant Thornton network
Global reach with local expertise - ideal for international groups operating in Slovakia.
100%
local knowledge of legislation
Our team monitors changes in Slovak wage legislation and incorporates them into our clients' practices.
