Equal Pay — client materials

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What is the size of your company?

To customise the materials to this legislation, we need to know the size of your company. Select your company's size — the sample materials will adapt to it.

Manual and App

We have summarised the Act, the ministry's guidance and the available training on this legal change into a clear manual that walks you through the changes in 17 steps. Take a look at a sample from the manual — the table of contents. The app helps you, in a simple way, with the competency model and, new this time, job evaluation based on 4 main factors.

17 chapters, from the legal grounds to sanctions
Online demo of position scoring
Templates for internal policies and regulations

Coming soon

Your obligations under the Act

Take a look at the checklist of all statutory obligations, kept separate from practical recommendations. Tick off what you have already done and see what is still missing. What you will find here:

Obligations by the size of your company
Activities split into "mandatory" and "good to have".
A clear, well-organised list

Coming soon

Deadlines set by the Act

7 June 2026

The Act enters into force.

31 July 2026

Pay structure in place. Companies with 50 or more employees make pay-progression criteria available.

7 June 2027

First gender pay gap report for companies with 150 or more employees, covering the period 8–12/2026.

from 1 January 2028

Employees can request information on average pay by gender, for the first time for 2027.

Manual and application

Ignorance of the law is no excuse.

We'll save you time — we've studied all the relevant legislation for you and prepared a practical, usable solution.

We've prepared a manual that takes you through the whole implementation step by step, a job evaluation methodology based on the Ministry's table, internal policy templates, and an application that scores positions for you. This is a preview.

01 — Starting point

What the Act actually requires of you

It applies to employers of every size, to employment relationships and to agreements outside an employment relationship alike. It's not just about pay — recruitment, contracts, internal communication and what you must be able to prove are all changing.

Shown for a company of — what doesn't apply to you is greyed out.

By 31 July 2026

Pay structure

An internal policy that defines the job evaluation system and the assignment of positions to pay grades based on objective criteria of the value of the work.

From 7 June 2026

Changes to recruitment

A ban on asking about previous pay. Pay or pay-range information before the interview. Gender-neutral job titles and advertisements.

Ongoing

Right to information

At the employee's request, written information about their own pay and about the average pay of colleagues of the opposite sex in the same category — within two months.

Immediately

End of pay confidentiality

Do your employment contracts contain confidentiality clauses? Under the new rules, that puts you in breach of the Act.

From 50 employees

Disclosure of pay-progression criteria

You must proactively disclose to employees the criteria used to increase pay as well — not only those used to determine it.

Companies with fewer than 50 employees do not have this obligation.

From 100 employees

Gender pay gap report

Regular reporting of the pay gap between women and men to the Ministry of Labour, Social Affairs and Family of the Slovak Republic. The deadline and frequency depend on the size of the company.

Companies with fewer than 100 employees report only voluntarily.

The burden of proof is on you. If an employer fails to meet its fundamental obligations, in a dispute it is the employer — not the employee — who must prove that no discrimination took place. A fine from the Labour Inspectorate of up to 100 000 €; for failing to meet the notification obligation, 4 000 – 8 000 €.

When you submit the gender pay gap report

Company size	First report	Frequency	Note
250 or more	by 7 June 2027	annually	First report only for 1 August 2026 to 31 December 2026
150–249	by 7 June 2027	every 3 years	First report for 1 August 2026 to 31 December 2026
100–149	by 7 June 2031	every 3 years	First report for 2030
fewer than 100	—	voluntary	You must still have a pay structure

The 5% threshold. If the report shows a difference in the average pay of men and women of at least 5% in any category, and you cannot justify it objectively and do not remove it within six months, an obligation arises to carry out a joint pay assessment with employee representatives.

02 — Manual

A manual for straightforward, legally compliant implementation of the changes

Seventeen chapters, from the legal foundations to sanctions. Not a commentary on legal provisions — an action plan you can hand straight to your project team. Written for managers, HR departments and payroll accountants.

1 Legal foundations of the changes

2 Equal work and work of equal value

3 Overview of obligations and deadlines

4 Implementation plan for employers

5 Changes to recruitment

6 Developing the pay structure

7 Agreement with employee representatives

8 Procedure for pay increases

9 Evaluating jobs vs. evaluating people

10 Exceptional situations (labour market, reassignment)

11 Disclosure of the pay structure

12 Employees' right to information

13 Protection of business interests

14 Pay confidentiality

15 Data protection

16 Reporting pay gaps, the 5% threshold

17 Claims, burden of proof, sanctions

03 — Try it yourself

How to determine work of equal value

The Ministry's methodology bases the value of work on four factors. Each has its own weight, and each is scored on a scale. Drag the sliders and watch how the score and grade change.

Position score

of 1000 · Grade 1

A simplified preview at the level of four factors. The application works with 14 sub-factors and precise level descriptions based on the methodology of the Ministry of Labour, Social Affairs and Family of the Slovak Republic (MPSVR SR) — for every slider you see exactly what that level means, so the evaluation can be defended in front of the Inspectorate too.

04 — Application

The application that turns points into pay grades

TRIGON's web application for job evaluation. It runs in the browser, client data is kept separate and protected by login. The process has four steps.

Position

Job title, description of duties, department. You assign the position to the occupation classification — or describe it in your own words.

This is where you enter the score

Fourteen sub-factors across four factors. Each slider shows the exact level description from the Ministry's methodology, so you score against a definition, not an impression. The score and the provisional grade recalculate instantly.

Step 2 of the application — scoring 14 competencies with a running score — Scoring on the left, on the right the **running score of 497 out of 1000** and a provisional grade 10. Bottom right shows completion progress by factor.

Detail of a single competency — level slider and level description — **Detail of a single sub-factor.** The selected level, 5 out of 8, with its exact wording from the methodology — exactly what you'd use to justify a difference in scoring.

Running score 497 out of 1000, provisional grade 10 — **The score grows as you fill it in.** You don't need to save or recalculate anything — the number and the grade change with every move of a slider.

Result and position overview

Once you add pay and the number of men and women, you see the whole company in a single table — score, grade, pay and the pay gap for every position.

Position overview with score, grades, pay and a pay gap column — Sample data from a model manufacturing company. The last column is the pay gap between women and men in that position — **green is fine, yellow is above the 5% threshold**. Export to XLS and a client PDF report in one click.

Overview of pay grades with average pay and the pay gap — **This is the screen the whole exercise is for.** Average pay in each grade and the pay gap — broken down exactly the way the Act assesses it. Grade 9 here shows −11.6%, which is above the 5% threshold and needs to be addressed.

The methodology is yours

Factor weights and grade boundaries are both adjustable. The default values are based on the Ministry's methodology — if your company has a different emphasis, you adjust them and every position recalculates.

Setting the weights of 14 competencies across four categories, totalling 100 percent — 4 main factors, 14 sub-factors — the application does the maths for you

05 — Templates

Templates you get from us, so you don't have to write them from scratch

The manual comes with ready-made documents. You open them, add your company name and specifics — and you've met what the Act requires you to have in writing.

Internal policy on equal pay

Job evaluation system, criteria, grading and the procedure for handling an employee's request for information — in one document.

Template · DOCX

Internal policy on the prohibition of discrimination

A template internal policy setting out pay rules and equal treatment for your employees.

Template · DOCX

Answers to your questions

We'll prepare and give you solutions and answers to all your questions, based on our practical experience of implementing the equal pay Act's requirements in companies.

Consultation

Application for job evaluation

A user-friendly way to evaluate positions across your company, including the output.

Guide + Application

The documents are part of the package. On this page we show them only as an overview.

06 — Package

What you get

There's one goal: after the consultation, you should be able to finish it yourself, under your own steam, without further costs.

Expert manual on the equal pay ActA practical, example-based resource that takes you through the whole implementation — from analysing your current state, through job categorisation, to the internal policy.
Internal policy on equal payA template policy with a job evaluation system, criteria and the grading of positions into pay grades.
Application for setting up payA practical tool that simplifies and speeds up setting up the whole pay structure.
Internal policy on the prohibition of discriminationA ready-made template internal policy that you roll out in your company.
Consultation with our expertOnline or in person. We'll tell you what really needs doing in your company and what can wait, go through the content of all the materials, and show you how to do it yourself.
A usable solution tailored to your needsBased on our experience implementing and setting up the equal pay Act's requirements in companies.

Have questions? We've got answers ready

Write to us and we'll arrange a consultation date. If you already have something prepared, send it in advance; if not, we'll work out together what you need.

Miroslav LichýTRIGON Consulting s. r. o.
lichy@trigon-consulting.sk
Kláry Jarunkovej 2, 974 01 Banská Bystrica · www.trigon-consulting.sk

Equal pay pricing

What is the size of your company?

Manual and App

Your obligations under the Act

Deadlines set by the Act

Ignorance of the law is no excuse.

What the Act actually requires of you

Pay structure

Changes to recruitment

Right to information

End of pay confidentiality

Disclosure of pay-progression criteria

Gender pay gap report

When you submit the gender pay gap report

A manual for straightforward, legally compliant implementation of the changes

How to determine work of equal value

The application that turns points into pay grades

Position

This is where you enter the score

Result and position overview

The methodology is yours

Templates you get from us, so you don't have to write them from scratch

Internal policy on equal pay

Internal policy on the prohibition of discrimination

Answers to your questions

Application for job evaluation

What you get

Have questions? We've got answers ready

What you must do and what's worth doing

Obligations under the Act

Pay structure

Publication and disclosure

Recruitment and selection of employees

Employee rights and data protection

Reporting to the Ministry

Aligning related documents

What the Act doesn't require, and yet you need it

Project preparation and management

Quality of the evaluation

Evidence trail

Operation and the years ahead