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Equal Pay Act has taken effect. Missed the deadline?

Transparent pay structure and equal pay concept for employers in Slovakia

In recent days, Slovakia has entered the next phase of implementing pay transparency requirements. All employers, regardless of the size of their organisation, were required to introduce transparent pay structures by 31 July 2026. Employers that failed to comply may now be subject to inspections by the Labour Inspectorate and face financial penalties. One solution for organisations seeking to achieve compliance is IQualPay, a service developed by TREXIMA Bratislava that helps employers establish transparent pay structures in line with current legislation.

Transparent Pay Structures Are No Longer Optional

By 31 July 2026, all employers in Slovakia, regardless of the size of their organisation, were required to implement transparent pay rules.

Having only an internal salary table or a general internal policy is no longer sufficient. Employers must establish clearly defined pay structures that ensure objective job evaluation and contribute to eliminating pay disparities between women and men.

The only exception applies to self-employed individuals with no employees. All other employers must be able to demonstrate that remuneration for each position is determined according to objective criteria.

The key criteria include:

  • Job complexity
  • Level of responsibility
  • Required qualifications
  • Working conditions
  • Professional experience and competencies

These criteria form the foundation of a transparent pay structure and enable objective comparisons between different jobs.

Labour Inspectorates May Now Conduct Inspections and Impose Penalties

As of today, Labour Inspectorates may verify whether employers have fulfilled their legal obligations.

Inspections may focus on:

  • the existence of a transparent pay structure,
  • the methodology used to evaluate jobs,
  • the objectivity of remuneration criteria,
  • the employer’s ability to demonstrate that there are no unjustified pay differences between women and men.

For many organisations, the greatest challenge is not setting salary scales but establishing a systematic and objective job evaluation process.

As the Ministry stated today:

“In the event of a breach of obligations arising from the Act, the Labour Inspectorate may impose a fine of up to EUR 100,000 on the employer. Failure to submit the pay report may result in a fine imposed by the Ministry of Labour ranging from EUR 4,000 to EUR 8,000.”

What If Your Company Has Not Yet Complied?

Although the deadline has already passed, employers can still address the situation. However, they should act without unnecessary delay.

One available solution is IQualPay, a service provided by TREXIMA Bratislava, which helps organisations establish transparent pay structures in compliance with the applicable legislation.

During an initial consultation, we assess your company’s current situation and specific needs before proposing a tailored solution. In other words, our experienced specialists take care of the most complex part of the process for you.

The solution is based on TREXIMA Bratislava’s long-standing expertise in job analysis, remuneration systems, and job evaluation. It uses an objective and widely recognised methodology that fully complies with current legislative requirements.

IQualPay Helps Build an Objective Pay System

The IQualPay service provides a methodologically robust process that enables organisations to:

  • analyse individual jobs,
  • objectively assess job complexity,
  • develop transparent salary structures,
  • identify potential pay disparities,
  • prepare for inspections by the Labour Inspectorate.

As a result, employers gain not only greater legal certainty but also a clearer, fairer, and more transparent remuneration system.

Transparent Pay Is Becoming the New Standard

Implementing transparent pay structures is not merely a one-off administrative requirement. It represents a long-term transformation in human resource management that promotes fair remuneration, strengthens employee trust, and supports the development of a modern workplace culture.

Organisations that have not yet implemented a transparent pay structure—or are uncertain whether their current system complies with legal requirements—should act as soon as possible. Timely implementation of an objective job evaluation system can significantly reduce the risks associated with inspections and potential penalties while establishing a solid foundation for transparent and equitable pay practices.