Transparent pay: The employment law topic of 2026

Pay transparency is set to become one of the most significant employment law topics of 2026. The debate is not limited to whether employers will be required to disclose salary information or salary ranges in job advertisements. The new rules will affect the entire remuneration system - how compensation is structured, the criteria used to determine pay, how any pay differences are documented, and whether employers can justify those differences based on objective factors.

In early June, our attorney Markéta Tkadlecová delivered a training session on this topic for Videolektor. In addition to discussing the European directive and its proposed implementation into Czech law, she focused primarily on the practical implications for employers.

What does she recommend employers start addressing now? Reviewing their current compensation framework, defining objective and gender-neutral pay criteria, preparing for new information obligations toward job applicants and employees, and establishing internal processes capable of withstanding potential audits or disputes.

Pay transparency is not merely an administrative requirement. When approached effectively, it can help companies better define their internal rules, reduce legal and compliance risks, and strengthen trust within their teams.