Last updated 2025-08-22
Quick overview
Slovakia does not currently require private employers to report gender pay gaps. The Labour Code does, however, guarantee equal pay for equal or equivalent work, and employers must disclose base pay in job advertisements. This framework will be significantly strengthened with the EU Pay Transparency Directive, which Slovakia must implement by June 2026. Employers with 100 or more employees should start preparing now for upcoming reporting, disclosure, and transparency obligations.
Reporting requirements
Which companies must report?
At present, no employers in Slovakia are required to report gender pay gaps. All employers must comply with the equal pay principle, but no structured reporting is in place.
What information needs to be reported?
Currently, employers are not required to collect or report gender pay gap data. They are only obliged to ensure that men and women are paid equally for the same or equivalent work.
When and where to send the data?
No reporting obligation exists at this stage.
Who can see the results?
Because Slovakia has no gender pay gap reporting requirement today, there are no external publications or internal disclosure duties.
Equal pay laws
The Slovak Labour Code requires equal pay for equal work or work of equal value. Employers cannot offer a lower wage than the base salary advertised in job postings. Job advertisements must be gender-neutral and free of discriminatory wording.
Employers may not impose confidentiality clauses preventing employees from sharing wage information. Employees or representatives can also monitor compliance with wage regulations through collective agreements.
Employee rights
Employees who believe their right to equal pay has been violated may either:
File a complaint with their employer, which must be addressed without undue delay
Submit a complaint to the Labour Inspectorate, which may impose fines up to EUR 100,000
Take the case directly to court
Courts can order employers to stop the violation, eliminate its consequences, and provide compensation. Importantly, filing a complaint with the employer is optional and not a prerequisite to going to court.
Risks of non-compliance
The risks under current law include:
Court-ordered remedies and compensation
Administrative fines up to EUR 100,000 imposed by the Labour Inspectorate
Reputational damage, as wage transparency in job advertisements is already mandatory
What will change by 2026
New EU-wide rules
Under the EU Pay Transparency Directive, Slovakia must implement by June 7, 2026, new obligations including:
Salary ranges disclosed in job postings or communicated before interviews
Ban on requesting salary history from candidates
Gender pay gap reporting obligations, starting in 2027 for companies with 250 or more employees
Joint Pay Assessments when gaps of 5% or more persist for six months
Employee access to pay information and explanations of pay differences
Prohibition of retaliation against employees who discuss or challenge pay
Reporting thresholds will apply as follows:
250+ employees: Annual reporting from 2027 (based on 2026 data)
150–249 employees: Reporting every three years from 2027
100–149 employees: Reporting every three years from 2031
Fewer than 100 employees: No reporting duty, but still covered by equal pay and transparency rights
How Slovakia is likely to apply them
The Ministry of Labour has already announced that an internal working group is preparing implementation, with full transposition expected no later than January 2026. Slovakia will need to establish a national reporting platform, likely through the Labour Inspectorate or Ministry of Labour. Enforcement is expected to include administrative penalties, employee compensation rights, and reversal of the burden of proof in pay discrimination disputes.
FAQ
Is gender pay gap reporting mandatory in Slovakia today?
No, not yet. Current law only requires equal pay and base pay disclosure in job ads.
When will reporting begin?
From 2027, depending on company size.
What if my company has fewer than 100 employees?
You will not need to report gender pay gaps, but you must still comply with equal pay obligations and new transparency rules.
What are the penalties for non-compliance?
The Labour Inspectorate can issue fines of up to EUR 100,000, and employees may claim compensation in court.
What practical steps should employers take now?
Conduct internal pay audits, ensure job ads meet transparency rules, and prepare to calculate pay gaps by 2026.
Helpful resources
Slovak Labour Code (Labour Inspectorate guidance)
Act No. 5/2004 Coll. on Employment Services
Ministry of Labour, Social Affairs and Family of the Slovak Republic – announcements on EU Directive implementation
EU Pay Transparency Directive (Directive (EU) 2023/970)
