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Slovakia has made history. On 15 April, Slovakia's National Council adopted the Equal Pay Act, becoming the first EU Member State to transpose the EU Pay Transparency Directive into national law. The new law will enter into force on 7 June 2026, the exact date of the Pay Transparency Directive's transposition deadline, making Slovakia the only country, so far, to cross the finish line on time.

Slovakia's government committed to transposing the Directive closely and faithfully, and the Equal Pay Act largely delivers on that commitment. But while there are no major surprises, the Act does contain some notable deviations and elements of gold-plating that multinational employers need to understand.

Key takeaways for employers

Slovakia's Equal Pay Act is the first national transposition of the Pay Transparency Directive, and it carries practical implications for employers preparing for compliance across Europe:

• The clock is ticking. Employers must have compliant pay structures in place by 31 July 2026, barely seven weeks after the law takes effect.
• Same-sex equal pay claims are in scope. Slovakia has extended equal pay protections beyond male-female comparisons. Employees of the same sex performing the same work or work of equal value can also bring claims.
• Pay reporting deadlines are specific and vary. First reports must be submitted by 7 June 2027 for employers with 150 or more employees. Employers with 250 employees or more must report annually thereafter whereas...

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