The introduction of a new equal pay law from June 2026 is not merely a formal legislative change, but represents a fundamental tightening of oversight on pay justice. As Slovakia has long shown one of the highest gender pay gaps in the EU, the state is introducing mechanisms aimed not only at prohibiting discrimination but also at actively uncovering and financially penalising it. The new legal regulation shifts the burden of responsibility directly onto the employer, while passivity in rectifying pay gaps can have devastating consequences for companies.
Fines and sanctions arising from the new remuneration act
Failure to comply with the new rules of the remuneration act is not worth it, and penalties are divided according to severity:
- Fine for reporting: Failure to submit the remuneration report by the extended deadline is subject to a fine. from 4,000 eur to 8,000 eur.
- Fine from the labour inspection: For other breaches (non-transparent recruitment, discrimination) a fine of up to 100,000 EUR.
- Reverse burden of proof If the employer breaches the transparency rules, in the event of a legal dispute he must prove that discrimination did not occur.
- Right to compensation: Employees can claim the difference in wages, compensation for lost opportunities, and unserviceable monetary losses.
The most important dates brought by the new employee remuneration law for employers
- 31 July 2026: The obligation to have transparent salary structures in place.
- 7 June 2027: First message for companies with 150 and over employees.
- 7 June 2031 First message for companies with 100 – 149 employees.
| Until 31 July 2026 |
| Introduce a pay structure based on objective, gender-neutral criteria |
| Define 4 evaluation factors: complexity, responsibility, arduousness, working conditions |
| Include soft skills in the salary structure |
| Correctly assign positions to job difficulty grades |
| Recruitment – from 7 June 2026 |
| Advertisements: Gender neutral + state starting salary or range |
| Do not ask applicants about their previous salary (prohibited by law) |
| Continuously |
| Once a year, inform employees of their right to wage information |
| Document the reasons for pay differences exceeding 5 % |
| Reporting (100+ employees) |
| 150+ employees: report for the Ministry of Labour by June 7, 2027 |
| 100–149 employees: report for the Ministry of Labour by 7 June 2031 |