Slovakia Pay Transparency Law: EUPTD Transposition Status
Local term: transparentnosť odmeňovania
As of 28 September 2026: Slovakia was the first Member State to transpose the Directive in full, through Act No. 76/2026, in force since 7 June 2026. Pay structures had to comply by 31 July 2026, and first gender pay gap reports are due by 7 June 2027 for employers with 150+ employees.
Status snapshot
| Status | Enacted |
|---|---|
| National instrument | Act No. 76/2026 Coll. on equal pay for women and men, in force from 7 June 2026. |
| Official source | Act No. 76/2026 Coll. (Slov-Lex) |
Pay gap reporting required before the Directive
No national gender pay gap reporting obligation before the Directive.
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
| Employees | First report | Frequency |
|---|---|---|
| 250+ | 7 June 2027 (2026 data) | Annually |
| 150–249 | 7 June 2027 (2026 data) | Every three years |
| 100–149 | 7 June 2031 (2030 data) | Every three years |
| Under 100 | No obligation | Voluntary |
After the first report, the annual deadline is 15 April.
Things to work on now
- Priority for Slovakia. The 31 July 2026 deadline for compliant pay structures has passed. If yours are not documented, fix this first.
- Priority for Slovakia. Slovakia adds social and communication skills to job evaluation criteria. Check your evaluation framework covers them.
- Pre-employment pay information. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).
- Right to information. Set up a process to answer employee requests for their pay and average pay by gender for the same or equal-value work within the national deadline (Article 7).
- Pay structures. Document gender-neutral job evaluation and pay structures that show which roles are work of equal value (Article 4).
- Pay and progression criteria. Make the criteria used to set pay, pay levels and progression easily accessible to staff (Article 6).
- Pay secrecy. Remove contract terms that stop employees disclosing their pay (Article 7(5)).
Legislative timeline
- 15 April 2026Act adopted by the National Council
- 7 June 2026Act in force
- 31 July 2026Deadline for compliant pay structures
Frequently asked questions
Has Slovakia transposed the EU Pay Transparency Directive?
Slovakia was the first Member State to transpose the Directive in full, through Act No. 76/2026, in force since 7 June 2026. Pay structures had to comply by 31 July 2026, and first gender pay gap reports are due by 7 June 2027 for employers with 150+ employees.
When does gender pay gap reporting start in Slovakia?
Under Slovakia's law, Directive (Article 9) reporting, including gaps by category of workers, applies as follows: employers with 250+ employees: 7 June 2027 (2026 data); employers with 150–249 employees: 7 June 2027 (2026 data); employers with 100–149 employees: 7 June 2031 (2030 data).
What should employers in Slovakia do now?
The 31 July 2026 deadline for compliant pay structures has passed. If yours are not documented, fix this first. Slovakia adds social and communication skills to job evaluation criteria. Check your evaluation framework covers them. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).