From 7 June 2026, a new law on the transparency of remuneration between men and women will come into effect in Slovakia. It brings significant changes for employers, who will face new obligations, for employees, who will gain more information, and for the labour market, which will take another step towards a fairer working environment.
The aim of the legislation is to reduce pay gaps between men and women and increase remuneration transparency in companies. The new rules also support a more open company culture and help prevent situations where employees receive different pay for comparable work without an objective reason.
So what is changing in practice?
Greater remuneration transparency
Companies will have to communicate more clearly:
- salary conditions,
- the remuneration method,
- and career growth criteria.
Transparency is gradually becoming one of the most important factors in employer branding. Candidates today increasingly expect employers to openly communicate not only the job description, but also financial remuneration and opportunities for professional growth.
Right to information on remuneration
Employees will have easier access to information about:
- average wages,
- pay differences,
- and salary determination criteria.
This creates greater pressure for fair and consistent remuneration. At the same time, it can contribute to greater trust between employees and employers, as remuneration rules will be clearer and easier to understand.
Impact on companies
The new rules do not mean only an administrative change.
Companies will have to:
- analyse their salary setup,
- review internal processes,
- set up more transparent communication,
- prepare HR and managers.
For many companies, this will also be an impulse to modernise employer branding and HR processes. Timely preparation can help companies avoid complications and at the same time strengthen their reputation on the labour market.
Transparency as a competitive advantage
The labour market is changing.
Candidates today increasingly expect:
- open communication,
- fair conditions,
- clear career opportunities,
- and trust.
Companies that communicate transparency correctly can gain a significant competitive advantage in recruitment and employee retention. An open approach to remuneration helps build trust already during the selection process and can also positively influence the satisfaction of existing employees.
Gender-neutral job titles
From 7 June 2026, the rules for job advertisements and communication of job positions will also change. Employers will have to use gender-neutral job titles and ensure that selection procedures do not appear discriminatory towards any gender.
In practice, this means that job offers should be formulated inclusively and openly for all applicants. A common solution will be to use titles such as “specialist” or “manager” in a gender-neutral form, or more general job titles without emphasising gender.
This change is also intended to support equal opportunities and remove barriers that may discourage some groups of candidates from responding to a job offer.
What do we recommend companies do now?
Although the new rules will only come into effect later, it is not worth postponing preparation until the last minute. Transparent remuneration requires not only updating documents, but also carefully setting up internal processes.
We recommend that companies in particular:
- carry out an analysis of the current remuneration system
- set up a methodology for evaluating work and comparable job positions
- define objective and measurable remuneration criteria
- prepare processes for monitoring and reporting pay differences
- align procedures with line managers and senior staff
- prepare a communication plan for employees
- update job advertisements, internal guidelines and HR processes
Companies that prepare in time will gain not only a head start in meeting legislative obligations, but will also strengthen their credibility, employer branding and competitiveness on the labour market.
Transparency as a standard
Pay transparency is no longer just a trend; it is becoming a standard of the modern labour market. Employers will have to prove that they remunerate based on objective criteria. The difficulty of the work, responsibility and education are what matter. If two people perform work of equal value, their remuneration should follow the same rules. For companies, this represents an opportunity to set up fairer processes and strengthen their credibility with both current and future employees.
