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Slovakia has begun formal steps to implement the EU Pay Transparency Directive (Directive (EU) 2023/970), marking a major milestone in the country’s path toward gender pay equity. The Directive, adopted by the European Union in 2023, obliges all Member States to transpose its provisions into national law by 7 June 2026.

Legislative progress

After months of limited activity, Slovakia’s Ministry of Labour, Social Affairs and Family signaled momentum in May 2025 by announcing its intention to prepare national legislation. This was followed by the publication of a draft Pay Transparency Law on 19 September 2025, which remained open for public consultation until 9 October 2025.

The proposal introduces a stand-alone law that will sit alongside amendments to the Labour Code, the Labour Inspection Act, and the Employment Services Act. While still in draft form, the bill sets an intended effective date of 1 June 2026, aligning closely with the EU’s transposition deadline.

Want to know more about the implementation in Slovakia? Watch our webinar in collaboration with law firm Wolf Theiss.

Key provisions in the Slovak draft

The draft legislation mirrors the core requirements of the EU Directive, including:

• Pay disclosure in job postings: Employers must state the salary or salary range in all job advertisements or disclose it to candidates before interviews.

• Ban on salary history questions: Employers will be prohibited from asking candidates about their past remuneration.

• Gender-neutral pay structures: Companies must ensure that pay systems are based on objective, gender-neutral criteria.

• Employee access to pay data: Workers and their representatives will have the right to request information on pay levels for comparable roles.

• Pay gap reporting:

  • Employers with 250+ employees will need to report gender pay gaps annually.

  • Employers with 150–249 employees will report every three years.

  • The first reporting cycle is expected to begin in June 2027.

What remains pending

Although Slovakia’s legislative process has advanced, the law has not yet been enacted. Parliamentary debate and adoption are expected in late 2025 or early 2026. Once approved, implementing regulations will clarify details such as reporting formats, thresholds, and enforcement mechanisms.

Preparing for compliance

Employers operating in Slovakia should begin aligning internal processes with the Directive’s requirements. This includes:

• Reviewing job advertisement templates to include pay ranges.

• Eliminating questions about salary history during recruitment.

• Conducting pay audits to identify and correct unjustified gender pay gaps.

• Ensuring pay frameworks rely on transparent, objective criteria.

Outlook

Slovakia’s draft law demonstrates a clear intent to meet the EU’s 2026 transposition deadline. Once enacted, it will create stronger obligations for transparency, empower employees to challenge unjustified pay differences, and bring Slovak labour law in step with the EU’s broader equality goals.

For employers, the message is clear: start preparing now. The shift toward transparency is no longer optional—it’s imminent.