Slovakia: EU Pay Transparency Directive legislation at a glance

Many of the requirements implemented in Slovakia are aligned with the EUPTD baseline. However, legislators made a number of adjustments, as follows:

• All covered employers must establish and document pay structures based on gender-neutral, objective criteria by July 31st, 2026. If employee representatives exist, these criteria must be formally negotiated and agreed upon.
• Employers with fewer than 50 employees are not required to document and share pay progression criteria. This is an exemption allowed under the EUPTD.
• Slovakia opted to strengthen equal pay for work for equal value protections by extending them to employees of the same sex. In other words, these principles must apply to employees across the board.
• The right to information provision applies immediately; however, the requirement for employers to provide the average within-category pay levels is deferred until 2028 (for 2027 data). Until then, employers should provide employees’ individual pay criteria.
• Although covered employers’ first pay gap reports are due on June 7th of the relevant year (either 2027 or 2031), subsequent reports will be due on April 15th, meaning that employers will have a tighter window for preparing their second reports.
• Due to strict privacy safeguards in Slovak law, employers cannot provide average pay data by posting it on an employee intranet. (This option is available in some other member states.) Employers are encouraged to use an intranet to publish pay structure information and evaluation criteria; however, the individual pay comparisons and category averages covered under the right to information provision must be handled on an ad-hoc basis by request only. Our two-part series on designing and implementing your pay information request process may help prepare your organization to respond to employees’ inquiries.

To support employers in complying with the new requirements, Slovakia’s government has published a methodology document.