Country guide
Pay transparency in Slovakia
What the EU Pay Transparency Directive means for employers in Slovakia, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Slovakia transposed the Directive via the Equal Pay Act (Act No. 76/2026 Coll.), in force 7 June 2026; first gender pay gap reports are due 15 April 2027.
Slovakia has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Employers with 250+ employees come into scope from 2027. A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
The pay-gap figures must be published, not just filed with the authority. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold | 250+ employees (from 2027) |
|---|---|
| Joint pay assessment | 5% gap |
| Reporting frequency | Annual |
| Public publication | Required |
| Competent authority | Národný inšpektorát práce |
Frequently asked
Is the EU Pay Transparency Directive in force in Slovakia?
Slovakia has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Which employers have to report in Slovakia?
Employers with 250+ employees come into scope from 2027.
What triggers a joint pay assessment in Slovakia?
A mean pay gap of 5% or more in a role category triggers a joint pay assessment with worker representatives.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against Slovakia's own transposition text before relying on it.