New Equal Pay Act: what will it bring us? [Slovakia]

The Ministry of Labour has prepared a new law designed to ensure that men and women receive the same pay for the same work. Although this principle should already apply today, reality is often different.

Pay differences between men and women in Slovakia are among the highest in the entire European Union. The main reasons are that most companies do not have clear rules for determining pay, and employees often have no insight into whether they are being compensated fairly.

The Equal Pay Act aims to change this situation. It is intended to guarantee a more transparent and fair pay system.

What will the new law bring?

• Transparency: The law is based on a simple principle of pay visibility.
• Access to pay information: Employees will have better access to information on how the company determines salaries.

Key changes:

1. Publishing average salaries: Larger companies will have to disclose the average salaries earned by men and women in the same positions.
2. Employee right to request information: Every employee will have the right to request information on the salaries of people in the same job category. The data will be anonymous – no names, only comparisons.
3. Ban on retaliation: Employers may not punish anyone for inquiring about pay equality or reporting unfair treatment.
4. Employer accountability: If it is proven that a company pays men and women differently without justification, it will be required to compensate the difference.

New obligations for employers

Companies will have to operate more transparently:

• Create a clear system for evaluating job positions, precisely defining what influences salary levels – such as job complexity, responsibility, or required qualifications.
• Provide employees with clear information about the components of their pay.
• Prepare regular pay reports if they have more than 100 employees.
• Cooperate with the Labour Inspectorate, which can monitor compliance with the rules.

What will a regular employee gain?

• A clear overview of how salaries are determined.
• The possibility to request pay information without fear of reprimand.
• Greater legal protection if they feel they are being paid unfairly.
• An easier path to seek remedy, including through court or the Labour Inspectorate.

By ensuring that the rules are the same for everyone, the law can help reduce stereotypes and increase equal opportunities in the workplace.

Monitoring and penalties

Compliance will be overseen by the Labour Inspectorate.

If a company violates the law, it may receive:

• a financial penalty,
• an obligation to correct pay differences,
• a recommendation to adjust internal rules for setting wages.

The state will create a central register, where these reports will be stored – allowing the state to better identify where the biggest problems are.

Slovakia catches up with Europe

• This law is based on European regulations that already apply in many EU countries.
• Wherever these rules were introduced, pay gaps between men and women have been gradually decreasing.
• Slovakia is therefore joining the European trend of fair and open remuneration.

What comes next?

• The law has been reviewed and will come into force at the beginning of 2026.
• If adopted, it will bring more fairness, transparency, and trust between employees and employers. It is a step toward ensuring that everyone receives equal pay for equal work – regardless of gender.

Employees must be able to access this information starting from mid-2026. Employers have half a year to prepare clear and accessible methods for sharing this information with their employees.