Slovakia is the latest EU Member State to take a step toward transposing the EU Pay Transparency Directive.
In September 2025, the Ministry of Labour, Social Affairs and Family published its draft bill to transpose the directive, launching a public consultation period that closed Oct. 9, 2025.
If approved by the Cabinet and Parliament, the new law will take effect June 1, 2026, in line with the EU’s official transposition deadline.
A New Equal Pay Law for Slovakia
Unlike some Member States, which are amending their existing Labour Codes, Slovakia has proposed a standalone “Law on Equal Pay for Men and Women for Equal Work or Work of Equal Value.” The draft also introduces amendments to the Labour Code, Labour Inspection Act, and Employment Services Act.
This approach signals the government’s intent to create a comprehensive and highly visible framework for enforcing pay equity.
Key Requirements for Employers
Slovakia’s draft law aligns closely with the EUPTD, while adding local specificity. Among the most notable provisions are:
- Pay Transparency in Recruitment: Employers will be required to disclose salary ranges in job postings and will be prohibited from asking applicants about their current or past salary.
- Gender-Neutral Pay Structures: Employers must design pay systems based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions.
- Right to Information (Article 7): Workers will have the right to request information on their individual pay, as well as the average pay (broken down by gender) for roles of equal value.
- Annual Employee Notification: Employers must remind employees of their Right to Information at least once a year.
- Pay Gap Reporting:
- Companies with 100–249 employees must report every three years.
- Companies with 250+ employees must report annually.
- Joint Pay Assessments: If an employer identifies a pay gap of 5% or greater that cannot be justified, they must work with employee representatives to conduct a joint pay assessment and create a plan to close the gap within six months.
Here is an overview of the proposed timeline for implementation:
- September 19, 2025: Consultation opened.
- October 9, 2025: Consultation closed.
- October 2025: Cabinet approval expected, followed by Parliamentary adoption.
- June 1, 2026: Law set to take effect.
What Employers Should Do Now
With Slovakia moving toward full adoption of the EUPTD, employers should act now to prepare:
- Audit current pay systems to ensure they are gender-neutral.
- Establish processes for producing salary ranges for job postings.
- Train HR and recruitment teams to comply with the salary history ban.
- Implement systems to respond to Right to Information requests within two months.
- Prepare for annual or triennial gender pay gap reporting, depending on workforce size.
How Trusaic Can Help
At Trusaic, we provide employers in Slovakia and across the EU with solutions to comply confidently with the Directive.
Our Pay Equity Software Suite 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.
- 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.