Country guide
Pay transparency in Czech Republic
What the EU Pay Transparency Directive means for employers in Czech Republic, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Partial transposition — and "partial" is a SUBSTANTIVE JUDGEMENT, not anything Czech law in force says about itself: `2023/970` appears zero times in the Labour Code (in the version in force and in the promulgated 2027 one), in the Labour Inspection Act and in 120/2025 Sb., and the Labour Code's transposition footnote ends at Directive (EU) 2022/2041. ONE measure is in force. Since 1 June 2025, § 11(1)(e) and § 24(1)(e) of the Labour Inspection Act (251/2005 Sb.), inserted by čl. VIII of 120/2025 Sb., make it an administrative offence to restrict an employee in dealing with information about the amount and structure of that employee's own wage, salary or remuneration, punishable by a fine of up to CZK 400,000. That answers Art. 7(5) in substance, which is why the status is not `pending`. NOT IN FORCE: there is no prohibition on pay-secrecy clauses and no ban on asking candidates about salary history — the consolidated Labour Code returns 0 hits for `výši mzdy`, `předchozí mzd`, `rovné odměňování`, `mzdové rozpětí` and `inzerát`, and so does the promulgated 2027 version. Both are duties the BILL would introduce. THE BILL, as at 2026-09-18: the government's transposition bill (approved 31 August 2026) has been tabled in the Poslanecká sněmovna: sněmovní tisk 300/0, "Novela z. - zákoník práce - EU", distributed to deputies on 8 September 2026 and read in full from the Chamber's own file t030000.docx. It DOES declare itself a transposition of 2023/970 (čl. XXIV bod 1 adds the Directive to the Inspection Act's footnote 78), so CZ-09's "no Czech instrument declares itself a transposition" will stop being true on enactment — it is true of the law in force today. Commencement (čl. XXXV): 1 January 2027 for the pay-system duty (§ 109a), the candidate duties (§ 30(2)–(3)) and the offences for having no pay system; 1 January 2028 for the reporting chain (Inspection Act §§ 37e–37i: MPSV prepares the gap report by 31 March, the employer files the category report by 30 April), the joint-assessment provisions (§§ 287a–287e) and the pay-information right (§§ 306b–306d); 1 January 2031 for the 150→100 floor. The transitional provisions (čl. XXV) say in terms that NO report is prepared in 2027 for 2026, so the first Czech filing is 30 April 2028 for 2027 — a year later than the Directive's own baseline rows this profile carried until 18 September 2026. Nothing in the bill binds anyone until it is enacted; its bands are `anticipated` and its duties are labelled "Draft:" below.
Czech Republic has partially brought the directive into force. Some obligations already apply while others are still being enacted, so check the national text for what is live today.
Reporting duties apply by employer size: 150 to 249 employees, from 2028 · Every three years (anticipated), further conditions apply; 250 or more employees, from 2028 · Annual (anticipated), further conditions apply; 100 to 249 employees, from 2031 · Every three years (anticipated), further conditions apply. The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
Figures are reported to the competent authority rather than published openly. 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 |
|
|---|---|
| Joint pay assessment | — |
| Public publication | Reported to the authority only |
| Competent authority | Ministerstvo práce a sociálních věcí (MPSV) |
Frequently asked
Is the EU Pay Transparency Directive in force in Czech Republic?
Czech Republic has partially brought the directive into force. Some obligations already apply while others are still being enacted, so check the national text for what is live today.
Which employers have to report in Czech Republic?
Reporting duties apply by employer size: 150 to 249 employees, from 2028 · Every three years (anticipated), further conditions apply; 250 or more employees, from 2028 · Annual (anticipated), further conditions apply; 100 to 249 employees, from 2031 · Every three years (anticipated), further conditions apply.
What triggers a joint pay assessment in Czech Republic?
The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against Czech Republic's own transposition text before relying on it.