As the June 2026 deadline for transposing the EU Pay Transparency Directive (EUPTD) approaches, many employers are closely monitoring progress across EU Member States. In the Czech Republic, formal transposition has not yet reached the legislative register — but preparatory work is underway.
Here’s what employers operating in or with workers in the Czech Republic need to know.
No Draft Transposition Law Published Yet
As of early 2026, the Czech Republic has not published or formally registered a draft law to transpose Directive (EU) 2023/970 into national legislation. However, its newly-elected government indicated it is targeting a draft in the first quarter of 2026.
The plan is for a minimum transposition of the directive’s requirements — no gold plating.
Reporting based on unofficial sources also expects the following:
- The Ministry of Labour and Social Affairs (MPSV) is reportedly working with employer associations, trade unions, and other stakeholders on initial draft language
- Legislation is reportedly likely to be delayed past the June 7, 2026 deadline due to complexity. However, there’s no indication that enforcement will be postponed.
- The State Labour Inspection Office will oversee compliance monitoring.
- Reporting of pay gaps under Article 9, Paragraph 1, letters a-f, is expected to be automated and submitted via the existing process for filing a unified monthly employer report.
- The reporting method for pay gaps for the same job or job type remains unclear.
Employers should treat these elements as anticipated requirements, not final law, until official draft legislation is released.
Partial Implementation Already in Effect
One element of the EU Pay Transparency Directive has already been implemented in Czech law.
As of June 2025, contractual pay secrecy clauses are prohibited, meaning employers may not restrict employees from discussing their compensation.
While this aligns with the Directive’s transparency objectives, it represents only a partial implementation, not a comprehensive transposition of the Directive’s reporting, remediation, and enforcement framework.
What Employers Should Do Now
Even without published draft legislation, employers should not wait.
Organizations with employees in the Czech Republic should:
- Review existing job architecture and pay structures to support worker category analysis
- Prepare for expanded right-to-information requests and pay transparency obligations
- Ensure systems can support gender pay gap reporting across base pay and other remuneration components
- Monitor for the release of draft legislation in early 2026 and be ready to act quickly
The window between draft publication and the June 2026 deadline is likely to be short.
How Trusaic Can Help
At Trusaic, we provide employers across the EU with solutions to comply confidently with the directive.
Our Complete EU Pay Transparency Solution enables compliant pay systems, ensures gender-neutral job evaluations, and automates complex reporting obligations to keep you one step ahead of EU pay transparency enforcement.
- PayParity® analyzes your rewards data (compensation/benefits in kind) and quickly identifies inequities to determine if your adjusted gender pay gap is above 5%. It enables you to easily comply with Article 7 (right to information) and Article 6 requirements (pay setting and progression policy).
- Our Remediation Optimization Spend Agent (R.O.S.A.) works as PayParity’s AI remediation partner to find the most cost-effective way to close nominal pay gaps above 5% to ensure compliance.
- Salary Range Finder ensures equitable pay at the point of hire to prevent your pay gap from rising above 5% and enables you to easily comply with the Directive’s salary range disclosure and salary history ban requirements.
- Pay Decisions: Generate fair, competitive offers instantly from Workday.
- Regulatory Pay Transparency Reporting™ captures your pay equity findings and generates compliant, one-click reports across all EU jurisdictions.
- Our Pay Transparency Agent answers all your pay transparency reporting questions instantly.
- Our Communications Agent crafts perfect contextual narratives in any EU language to support your annual pay reports.
Trusaic is GDPR compliant and can assist any organization in any EU state in meeting its obligations under both the EU Corporate Sustainability Reporting Directive and the EU Pay Transparency Directive.
Visit our always updated Member State Transposition Monitor to stay on top of the latest EU Pay Transparency Directive developments.
