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What sanctions and legal consequences does the new remuneration law bring?

9 June 2026

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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 penalties arising from the new remuneration act

  • Penalty for reporting: Failure to submit a remuneration report within the extended deadline carries a fine of between €4,000 and €8,000.
  • Fine from the Labour Inspectorate: For other violations (non-transparent recruitment, discrimination), a fine of up to €100,000 may be imposed.
  • Reversed burden of proof: If an employer breaches the transparency rules, in any court case, they must prove that discrimination did not occur.
  • Right to compensation: Employees may claim the difference in wages, compensation for lost opportunities, and monetary compensation for non-pecuniary damage.

The most important dates introduced by the new remuneration law for employers

  • 31 July 2026: Obligation to have transparent salary structures in place.
  • 7 June 2027: First report for companies with 150 or more employees.
  • 7 June 2031: First report for companies with 100–149 employees.

Until 31 July 2026

Implement a pay structure based on objective, gender-neutral criteria

Define 4 rating factors: complexity, responsibility, effort, working conditions

Include soft skills in the salary structure

Correctly classify positions into job difficulty grades

Recruitment – from 7 June 2026

Advertisements: gender-neutral + state starting salary or range

Do not ask candidates about previous salary (prohibited by law)

Continuously

Inform employees annually about their entitlement to wage information

Document the reasons for pay differences exceeding 5 %

Reporting (100+ employees)

150+ employees: report for the Ministry of Labour by 7 June 2027

100–149 employees: report for the Ministry of Labour by 7 June 2031