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Pay transparency from 2027: what the Czech government bill contains and where it stands
Tým P&T Europe Services 9/14/2026 8 min
On 31 August 2026 the government approved a Labour Code amendment introducing pay transparency (Directive (EU) 2023/970). It is in the Chamber of Deputies as print 300, with the first reading on 20 October 2026. We summarise what the bill requires of employers in recruitment, pay systems and reporting, and from when.
Table of Contents
On 31 August 2026 the government approved a Labour Code amendment transposing Directive (EU) 2023/970 on pay transparency into Czech law. It was submitted to the Chamber of Deputies on 8 September 2026 as parliamentary print 300. The first reading took place on 20 October 2026 and the bill is now in committees (the Social Policy Committee leads). The proposed effective date is 1 January 2027, with some obligations applying from 2028 and 2031. Here is what the government bill contains. It is still a bill and may change in the Chamber and the Senate.
Recruitment: pay information up front and no questions about past pay
- Employers will have to demonstrably inform candidates of the minimum pay and other cash and non-cash benefits. This can be done in the job ad, during the selection process or when signing the contract, but no later than before the employment relationship starts.
- Employers may not ask candidates about their previous wage, salary or pay.
- The rules are also meant to apply to DPP and DPČ agreements.
A pay system at every employer
Every employer will need a transparent and non-discriminatory pay system in documented form, set out in an internal regulation or a collective agreement. It must define groups of work of equal value, assign employees to them and set the rules for determining pay. The value of work is assessed on objective criteria such as complexity, responsibility and effort and working conditions. A similar system is to apply to other cash and non-cash benefits (e.g. employee benefits).
Employees' right to information
- An employee can request in writing information on their own pay and the average pay of employees in the same group of work, broken down by gender.
- The employer must reply within two months.
- At least once a year the employer must inform employees of this right.
Pay-gap reporting
| Employer size | How often | First reporting |
|---|---|---|
| 250 or more employees | annually | from 2028 |
| 150–249 employees | once every three years | from 2028 |
| 100–149 employees | once every three years | from 2031 |
| fewer than 100 employees | no mandatory reporting | — |
The employer is to make the report on pay gaps in groups of work available to employees by 30 April and also provide it to the trade union and works council, if there are any. Data the state already collects via JMHZ will also be used for monitoring. MPSV will publish only anonymised aggregate data.
When a gap triggers action
A gap between women's and men's pay does not automatically mean a breach of the law. A detailed pay assessment is required only if, in a group of work, the gap in average hourly pay is at least 5%, cannot be explained by objective reasons, and the employer does not remedy it within six months. The assessment is discussed with employee representatives.
Enforcement
In discrimination disputes employees can be represented by trade unions and newly also by the Public Defender of Rights.
What else the same bill changes
Print 300 also contains changes linked to the platform work act. Among other things it refines the definition of dependent work in Section 2 of the Labour Code and changes the definitions of illegal and undeclared work in the Employment Act. These changes affect all companies; we cover them in What is being prepared for 2027 in Czech labour law and payroll.
What to do now
- Pay audit: map pay by position and gender and find gaps that cannot be objectively explained.
- Pay system: prepare an internal regulation with groups of work and assessment criteria.
- Recruitment: decide how you will inform candidates of the minimum pay, and drop questions about previous pay from interviews.
- Data: employers with 150 or more employees should be ready for reporting from 2028.
- Follow the bill: only the enacted law will confirm the final wording. We will update this article.
We covered the EU directive in EU Pay Transparency. Need to prepare your pay and recruitment for the new rules? We are happy to help.
Sources (as of 26 October 2026): MPSV — the government approved greater pay transparency, Chamber of Deputies — parliamentary print 300 (government bill amending the Labour Code and its progress) and Directive (EU) 2023/970.
Legal Notice
This article is for informational purposes only and does not replace professional legal or tax advice. Information is processed according to Czech law valid at the date of publication. We always recommend consultation with an expert for specific situations.
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Tým P&T Europe Services
Specialists in payroll accounting, HR and accounting
