{"id":2136,"date":"2026-05-20T16:35:55","date_gmt":"2026-05-20T14:35:55","guid":{"rendered":"https:\/\/www.aliancia.sk\/?p=2102"},"modified":"2026-06-16T08:13:38","modified_gmt":"2026-06-16T06:13:38","slug":"zakon-o-rovnakom-odmenovani-vstupuje-do-platnosti-v-juny-ake-su-povinnosti-zamestnavatelov-po-novom-2","status":"publish","type":"post","link":"https:\/\/aliancia.goodtoknow.sk\/en\/zakon-o-rovnakom-odmenovani-vstupuje-do-platnosti-v-juny-ake-su-povinnosti-zamestnavatelov-po-novom-2","title":{"rendered":"The Equal Pay Act comes into effect in June. What are employers' new obligations?"},"content":{"rendered":"

Slovensk\u00fd pracovn\u00fd trh \u010dak\u00e1 od 7 June 2026<\/strong>\nz\u00e1sadn\u00e1 legislat\u00edvna zmena v podobe z\u00e1kona o rovnakom odme\u0148ovan\u00ed mu\u017eov a\n\u017eien (\u010falej len \u201eZ\u00e1kon\u201d)<\/strong>. Tento z\u00e1kon transponuje eur\u00f3psku smernicu\n2023\/970 a reaguje na fakt, \u017ee Slovensko patr\u00ed medzi krajiny s najvy\u0161\u0161\u00edmi\nrozdielmi v odme\u0148ovan\u00ed v E\u00da<\/strong>. Cie\u013eom je nahradi\u0165 neposta\u010duj\u00facu pr\u00e1vnu \u00fapravu\nfunk\u010dn\u00fdm syst\u00e9mom mzdovej transparentnosti a efekt\u00edvnym vym\u00e1han\u00edm pr\u00e1v. Jedn\u00fdm\nz k\u013e\u00fa\u010dov\u00fdch kontroln\u00fdch mechanizmov je pravidlo 5 %<\/strong> .<\/p>\n\n\n\n

Nesmieme opomen\u00fa\u0165, \u017ee ka\u017ed\u00e1 \u201eminca\u201d m\u00e1 dve strany \u010do je aj pr\u00edpad nov\u00e9ho Z\u00e1kona. Na jednej strane umo\u017en\u00ed zamestnancom dozvedie\u0165 sa pre\u010do maj\u00fa kolegovia rozdielny plat a pr\u00edpadne dosiahnu\u0165 pre seba rovnako v\u00fdhodn\u00e9 platov\u00e9 podmienky. Odstr\u00e1ni sa neobjekt\u00edvna svojv\u00f4\u013ea v odme\u0148ovan\u00ed za rovnak\u00fa pr\u00e1cu. Na strane druhej sa vytvor\u00ed byrokratick\u00e1 z\u00e1\u0165a\u017e pre zamestn\u00e1vate\u013eov, ktor\u00ed u\u017e aj v s\u00fa\u010dasnosti maj\u00fa dostatok byrokracie a s \u0148ou spojen\u00fdch n\u00e1kladov. \u010ci je toto krok spr\u00e1vnym smerom uk\u00e1\u017ee a\u017e \u010das. <\/p>\n\n\n\n

Ak\u00e9 zmeny prin\u00e1\u0161a nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed a ak\u00e9 povinnosti \u010dakaj\u00fa zamestn\u00e1vate\u013eov po novom?<\/h3>\n\n\n\n
Nov\u00fdm z\u00e1konom sa kon\u010d\u00ed odme\u0148ovanie \u201eod\noka\u201c pod\u013ea toho, ktor\u00fd zamestnanec je sympatickej\u0161\u00ed. Z\u00e1kon o odme\u0148ovan\u00ed po\nnovom zav\u00e1dza povinn\u00e9 faktory hodnotenia pr\u00e1ce t. zn. po\u017eiadavky alebo\npravidl\u00e1,  pod ktor\u00e9 bude musie\u0165 zamestn\u00e1vate\u013e svoje rozhodnutie\nsubsumova\u0165 a len na z\u00e1klade nich bude mo\u017en\u00e9 zd\u00f4vodni\u0165 pre\u010do m\u00e1 jeden\nzamestnanec mzdu vy\u0161\u0161iu a druh\u00fd ni\u017e\u0161iu. Povinnosti zamestn\u00e1vate\u013eov po novom:<\/h5>\n\n\n\n

I. Zavies\u0165 transparentn\u00e9 mzdov\u00e9 \u0161trukt\u00fary:<\/strong> Do 31. j\u00fala 2026<\/strong> musia ma\u0165 firmy syst\u00e9m zalo\u017een\u00fd na objekt\u00edvnych a rodovo neutr\u00e1lne krit\u00e9ria odme\u0148ovania, ktor\u00fd m\u00e1 by\u0165 z\u00e1kladom pre spravodliv\u00e9 a nediskrimina\u010dn\u00e9 odme\u0148ovanie. Tak\u00e9to odme\u0148ovanie mus\u00ed by\u0165 zalo\u017een\u00e9 \u0161tyroch povinn\u00fdch faktoroch: <\/p>\n\n\n\n

  1. zlo\u017eitos\u0165, <\/strong><\/li>
  2. zodpovednos\u0165, <\/strong><\/li>
  3. nam\u00e1havos\u0165,<\/strong><\/li>
  4. pracovn\u00e9 podmienky. <\/strong><\/li><\/ol>\n\n\n\n

    Novinkou je povinnos\u0165 zoh\u013ead\u0148ova\u0165 aj m\u00e4kk\u00e9\nzru\u010dnosti v mzdovej \u0161trukt\u00fare<\/strong>, ako s\u00fa soci\u00e1lne a komunika\u010dn\u00e9 schopnosti.<\/p>\n\n\n\n

    II. Upravi\u0165 n\u00e1borov\u00fd proces:<\/strong> Inzer\u00e1ty musia by\u0165 rodovo neutr\u00e1lne a uv\u00e1dza\u0165 n\u00e1stupn\u00fa mzdu alebo jej rozp\u00e4tie<\/strong>. Zamestn\u00e1vate\u013e sa po novom nesmie p\u00fdta\u0165 uch\u00e1dza\u010dov na ich predch\u00e1dzaj\u00faci plat<\/strong> \u2013 nov\u00fd z\u00e1kon zav\u00e1dza z\u00e1kaz ot\u00e1zok na predch\u00e1dzaj\u00faci plat !<\/p>\n\n\n\n

    III. Pravidelne reportova\u0165:<\/strong> Firmy s 100 a viac zamestnancami<\/strong> bud\u00fa musie\u0165 predklada\u0165 Ministerstvu pr\u00e1ce, soci\u00e1lnych vec\u00ed a rodiny SR spr\u00e1vy o odme\u0148ovan\u00ed, a to ka\u017ed\u00e9 3 roky.<\/p>\n\n\n\n

    IV. Informova\u0165 zamestnancov:<\/strong> Zamestn\u00e1vate\u013e mus\u00ed raz ro\u010dne akt\u00edvne informova\u0165 zamestnancov o ich pr\u00e1ve na mzdov\u00e9 inform\u00e1cie a o postupe, ako ho uplatni\u0165.<\/p>\n\n\n\n

    Nezab\u00fadajte nato, \u017ee st\u00e1le plat\u00ed povinnos\u0165 zamestn\u00e1vate\u013ea spr\u00e1vne zadefinova\u0165 stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce pre ka\u017ed\u00fa konkr\u00e9tnu pracovn\u00fa poz\u00edciu. Ak zarad\u00edte pracovn\u00fa poz\u00edciu do spr\u00e1vneho stup\u0148a n\u00e1ro\u010dnosti pr\u00e1ce eliminujte mo\u017enos\u0165 pokuty zo strany In\u0161pektor\u00e1tu pr\u00e1ce. <\/p>\n\n\n\n

    Ako v\u00e1m vieme pom\u00f4c\u0165 my, ako advok\u00e1ti,\naby ste splnili po\u017eiadavky nov\u00e9ho z\u00e1kona o odme\u0148ovan\u00ed ?<\/h3>\n\n\n\n

    The transition to new legislation presents a complex legal and administrative challenge for many companies. We provide our clients with:<\/p>\n\n\n\n

    1. Remuneration legal audit<\/strong> Identification of high-risk 5 % discrepancies and\n the establishment of objective justifications for them.<\/li>
    2. Documentation review<\/strong> Amendment of employment contracts, internal\nwage regulations and GDPR records.<\/li>
    3. Methodology and reporting<\/strong> Assistance with categorising positions according to job value and report preparation for the ministry.<\/li>
    4. Representation in disputes:<\/strong> Obrana zamestn\u00e1vate\u013ea pri kontrol\u00e1ch\n in\u0161pekcie pr\u00e1ce alebo \u017ealob\u00e1ch o n\u00e1hradu ujmy.<\/li><\/ol>\n\n\n\n

      The most important dates brought by the new employer remuneration law<\/h3>\n\n\n\n
      1. 31 July 2026:<\/strong> Povinnos\u0165 ma\u0165 zaveden\u00e9 transparentn\u00e9\n mzdov\u00e9 \u0161trukt\u00fary.<\/li>
      2. 7 June 2027:<\/strong> First message for companies with 150 and over<\/strong>\n employees.<\/li>
      3. 7 June 2031<\/strong> First message for companies with 100 \u2013 149<\/strong>\n employees.<\/li><\/ol>\n\n\n\n
        Until 31 July 2026<\/strong> <\/td>\u2713<\/td>X<\/td><\/tr>
        Introduce a pay structure based on objective, gender-neutral criteria <\/td><\/td><\/td><\/tr>
        Define 4 evaluation factors: complexity, responsibility, arduousness, working conditions <\/td><\/td><\/td><\/tr>
        Include soft skills in the salary structure <\/td><\/td><\/td><\/tr>
        Correctly assign positions to job difficulty grades <\/td><\/td><\/td><\/tr>
        Recruitment \u2013 from 7 June 2026<\/strong> <\/td><\/td><\/td><\/tr>
        Advertisements: Gender neutral + state starting salary or range <\/td><\/td><\/td><\/tr>
        Do not ask applicants about their previous salary (prohibited by law) <\/td><\/td><\/td><\/tr>
        Continuously<\/strong> <\/td><\/td><\/td><\/tr>
        Once a year, inform employees of their right to wage information <\/td><\/td><\/td><\/tr>
        Document the reasons for pay differences exceeding 5 % <\/td><\/td><\/td><\/tr>
        Reporting (100+ employees)<\/strong> <\/td><\/td><\/td><\/tr>
        150+ employees: report for the Ministry of Labour by June 7, 2027 <\/td><\/td><\/td><\/tr>
        100\u2013149 zamestnancov: spr\u00e1va pre Ministerstvo pr\u00e1ce do 7. j\u00fana 2031 <\/td><\/td><\/td><\/tr><\/tbody><\/table>","protected":false},"excerpt":{"rendered":"

        Slovensk\u00fd pracovn\u00fd trh \u010dak\u00e1 od 7. j\u00fana 2026 z\u00e1sadn\u00e1 legislat\u00edvna zmena v podobe z\u00e1kona o rovnakom odme\u0148ovan\u00ed mu\u017eov a \u017eien (\u010falej len \u201eZ\u00e1kon\u201d). Tento z\u00e1kon transponuje eur\u00f3psku smernicu 2023\/970 a reaguje na fakt, \u017ee Slovensko patr\u00ed medzi krajiny s najvy\u0161\u0161\u00edmi rozdielmi v odme\u0148ovan\u00ed v E\u00da. Cie\u013eom je nahradi\u0165 neposta\u010duj\u00facu pr\u00e1vnu \u00fapravu funk\u010dn\u00fdm syst\u00e9mom mzdovej transparentnosti […]<\/p>\n","protected":false},"author":2,"featured_media":2262,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[17],"tags":[85,23,38,39],"class_list":["post-2136","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sk","tag-praca","tag-pracovny-pomer","tag-zamestnanec","tag-zamestnavatel"],"_links":{"self":[{"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/posts\/2136","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/comments?post=2136"}],"version-history":[{"count":1,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/posts\/2136\/revisions"}],"predecessor-version":[{"id":2263,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/posts\/2136\/revisions\/2263"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/media\/2262"}],"wp:attachment":[{"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/media?parent=2136"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/categories?post=2136"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/aliancia.goodtoknow.sk\/en\/wp-json\/wp\/v2\/tags?post=2136"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}