New Pay Transparency Rules in the Czech Republic: Obligations and Sanctions in 2026

|Trainee attorney|Czech Bar Association Reg. No. 48359

Published:2/2/2026

The European Union has adopted Directive (EU) 2023/970 of the European Parliament and of the Council, which strengthens the application of the principle of equal pay for men and women. The Czech Republic must transpose this directive into its national legislation by June 7, 2026, at the latest. The new rules will become part of the Czech legal system over the course of the next year and a half.

Key takeaways

Transparent remuneration is a future legal obligation in the Czech Republic.

Risks are both financial and reputational (fines up to CZK 10 million).

Preparation takes time (revision of contracts and setting up grading).

Reporting applies to companies with over 100 employees.

Transparency is an opportunity for recruitment and retention.

ARROWS law firm

245 007 740 consultation@arws.cz

Conclusion

The year 2026 will bring fundamental changes to Czech HR. Transparent remuneration will cease to be a choice and will become a strict legislative obligation. If you want to avoid sanctions and litigation in Czech courts, it is necessary to start preparing in time.

Our Prague-based attorneys at ARROWS are ready to guide you through this process. We handle employment law agendas daily and help companies set up a fair and legally secure environment.

FAQ – Most Frequent Legal Questions on Transparent Remuneration

1. Do all companies have to publish the wage amount in job advertisements?

Yes, this obligation will apply to all employers. From the date the law takes effect (no later than June 2026), it will be mandatory to inform candidates about the starting wage or its range.

2. What is the deadline for providing wage information to an employee?

The employer must provide the information within a reasonable period, no later than two months from the date of the employee's request.

3. What happens if we identify a gender pay gap exceeding 5%?

If the difference cannot be objectively justified and rectified within 6 months under Czech law, you must conduct a joint pay assessment in cooperation with employee representatives.

4. Do these new obligations apply to small businesses?

Yes, even small companies in the Czech Republic must maintain transparency during recruitment and adhere to the ban on pay secrecy. Only the regular reporting obligation does not apply to firms with fewer than 100 employees.

5. Do we need to update our employment contracts?

Yes, it is necessary to remove or invalidate pay secrecy clauses to comply with the new regulations. Our Czech legal team at ARROWS law firm can assist you with this revision – consultation@arws.cz.

ARROWS law firm

245 007 740 consultation@arws.cz

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About the author

Mgr. Klára Megová

Junior associate

Czech Bar Association Reg. No. 48359

Klára Megová, LL.M., is an associate at ARROWS and focuses primarily on labor and civil law.

megova@arws.cz 245 007 742

Disclaimer:

The information contained in this article is for general informational purposes only and serves as a basic guide to the issue as of 2026. Although we strive for maximum accuracy, laws and their interpretation evolve over time. We are ARROWS Law Firm, a member of the Czech Bar Association (our supervisory authority), and for the maximum security of our clients, we are insured for professional liability with a limit of CZK 400,000,000. To verify the current wording of the regulations and their application to your specific situation, it is necessary to contact ARROWS Law Firm directly (consultation@arws.cz). We are not liable for any damages arising from the independent use of the information in this article without prior individual legal consultation.