Pay transparency in Slovakia: Insights and practical perspectives

From 7 June 2026, Act No. 76/2026 Coll. on equal pay for men and women for the same work or work of equal value takes effect. Pay transparency shifts from good practice to a legal obligation - touching recruitment, pay structures, reporting and the most sensitive part of all: how you communicate with your employees.

Our whitepaper helps you make sense of what the law actually requires, the risks it introduces and the steps organisations should take today. It brings together the legal and methodological perspective of Forvis Mazars with the technology and data know-how of Humanet.

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Key highlights from the publication

What is inside

• The EU pay transparency directive - a new era of accountability and the three pillars of the employer's new obligations.
• How prepared are Slovak companies? Exclusive findings from our survey of 129 firms - awareness of the law, steps taken and the biggest barriers.
• What compliance really requires - including the central concept of work of equal value and the single-source rule.
• A practical path to compliance - a six-step reference.
• How to communicate after publishing pay gaps - a commentary on ethical leadership.
• The technological foundation for sustaining pay transparency over the long term - the Humanet solution.
• The Humanet and Forvis Mazars partnership - expertise and technology hand in hand, plus a clear appendix of the key changes.

“The gender gap in average hourly pay stands at 11.1% across the EU and at 15.7% in Slovakia. Yet much of the practical difficulty of implementation falls on companies themselves. The survey conducted by Forvis Mazars and Humanet shows that firms today need support most in two areas: how to measure and define work of equal value correctly, and how to manage the process burden with limited internal capacity.” comments Zuzana Motyčáková, Outsourcing Partner at Forvis Mazars in Slovakia.

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