Starting in 2027, many companies in Slovakia will be subject to new obligations arising from the EU Pay Transparency Directive (EU) 2023/970. The draft legislation currently under discussion in the National Council of the Slovak Republic, with expected approval in April 2026, introduces new requirements for companies with more than 150 employees:

• Report pay differences to the Ministry of Labour, Social Affairs and Family of the Slovak Republic.
• Establish a remuneration system that enables the assessment of work of equal value based on criteria such as the level of responsibility, complexity of tasks, workload, working conditions, and other factors, including soft skills.
• Consult the remuneration system framework with employee representatives.
• Provide employee representatives, employees, and job applicants with access to information on pay differences.
• Inform employees about their related rights on an annual basis.
• Where pay differences exceed 5%, jointly assess these differences with employee representatives.
• Eliminate unjustified pay differences within six months if they cannot be objectively justified by transparent criteria.

Our IQualPay solution provides comprehensive solutions for pay transparency, based on detailed wage and labour market data. It enables companies to effectively meet new requirements while minimising unnecessary administrative burden.

The foundation of our approach is a thorough analysis of existing pay differences — not only from the perspective of the gender pay gap, but also differences between employees performing work of equal value. The result is a clear identification of potential risk areas and practical recommendations on where action is needed.

As part of our solutions, we provide support in setting up or validating job evaluation systems. IQualPay helps define and objectively assess key factors such as job complexity, level of responsibility, workload, working conditions, and required skills. Based on these criteria, it creates a so-called “job DNA” for individual positions or job categories. This model enables organisations to justify pay differences where they are based on objective criteria, while also identifying situations where corrective action may be required.

Our experts can also support you in preparing a legally compliant report, including the calculation of all required indicators and the formulation of explanations for identified pay differences. Beyond the analytical aspects, we provide recommendations for improving HR processes and communication with employees and job applicants – ensuring that your pay system is transparent not only on paper, but also in everyday practice.

The quality of our services is guaranteed by Lucia Lednárová Dítětová, HR Director at TREXIMA Bratislava, specialising in labour market analysis, remuneration, and human resources development.

She has extensive experience in projects focused on labour market flexibility, forecasting the needs of employers and employees, and supporting the employability of graduates. Lucia combines strategic leadership with practical solutions, closely follows HR trends and workforce development, and actively contributes to the innovation of methodologies and projects in the field of human resources.

She was nominated for the Slovenka roka award and was recently recognised among the TOP most influential HR leaders on LinkedIn in Slovakia for 2025.

Request a complimentary consultation:

Lucia Lednárová Dítětová
Head of Labour Market and Human Resources Department
[email protected]
+421 905 948 662

Ivana Iskerka
[email protected]
+421 948 123 390