{"id":622,"date":"2026-06-10T12:46:47","date_gmt":"2026-06-10T12:46:47","guid":{"rendered":"https:\/\/www.devens.sk\/?p=622"},"modified":"2026-06-10T12:47:36","modified_gmt":"2026-06-10T12:47:36","slug":"nove-pravidla-transparentnosti-odmenovania-zamestnavatelia-musia-prehodnotit-mzdove-systemy-uz-v-roku-2026","status":"publish","type":"post","link":"https:\/\/www.devens.sk\/sk\/nove-pravidla-transparentnosti-odmenovania-zamestnavatelia-musia-prehodnotit-mzdove-systemy-uz-v-roku-2026\/","title":{"rendered":"Nov\u00e9 pravidl\u00e1 transparentnosti odme\u0148ovania: Zamestn\u00e1vatelia musia prehodnoti\u0165 mzdov\u00e9 syst\u00e9my u\u017e v roku 2026"},"content":{"rendered":"
\n

D\u0148a 7. j\u00fana 2026 nadob\u00fada \u00fa\u010dinnos\u0165 z\u00e1kon \u010d. 76\/2026 Z. z. o rovnakom odme\u0148ovan\u00ed mu\u017eov a \u017eien za rovnak\u00fa pr\u00e1cu alebo za pr\u00e1cu rovnakej hodnoty\u00a0(\u010falej len „Z\u00e1kon<\/b>„), ktor\u00fdm Slovensk\u00e1 republika transponuje smernicu Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2023\/970 o transparentnosti odme\u0148ovania. Nov\u00e1 pr\u00e1vna \u00faprava prin\u00e1\u0161a z\u00e1sadn\u00e9 zmeny v oblasti odme\u0148ovania, transparentnosti miezd, n\u00e1borov\u00fdch procesov a pracovnopr\u00e1vnej compliance zamestn\u00e1vate\u013eov.<\/p>\n<\/div>\n

\n

Pre zamestn\u00e1vate\u013eov pritom nep\u00f4jde len o \u010fal\u0161iu administrat\u00edvnu povinnos\u0165. Z\u00e1kon vytv\u00e1ra nov\u00fd r\u00e1mec pre nastavovanie intern\u00fdch syst\u00e9mov odme\u0148ovania, posil\u0148uje procesn\u00e9 pr\u00e1va zamestnancov a s\u00fa\u010dasne v\u00fdznamne zvy\u0161uje pracovnopr\u00e1vne a sporov\u00e9 rizik\u00e1 v pr\u00edpadoch neod\u00f4vodnen\u00fdch rozdielov v odme\u0148ovan\u00ed.<\/p>\n<\/div>\n

\n

Ni\u017e\u0161ie uv\u00e1dzame preh\u013ead najv\u00fdznamnej\u0161\u00edch zmien, ktor\u00e9 nov\u00e1 pr\u00e1vna \u00faprava prinesie do pracovnopr\u00e1vnej praxe.<\/p>\n

Ak\u00e9 zmeny prin\u00e1\u0161a nov\u00e1 pr\u00e1vna \u00faprava?<\/u><\/strong><\/h2>\n

Jednou z najv\u00fdznamnej\u0161\u00edch zmien je povinnos\u0165 ka\u017ed\u00e9ho zamestn\u00e1vate\u013ea zavies\u0165 transparentn\u00fa \u0161trukt\u00faru odme\u0148ovania zalo\u017een\u00fa na objekt\u00edvnych a rodovo neutr\u00e1lnych krit\u00e9ri\u00e1ch<\/u>, ktor\u00e1 umo\u017en\u00ed pos\u00fadi\u0165, \u010di zamestnanci vykon\u00e1vaj\u00fa rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty. Krit\u00e9ri\u00e1 odme\u0148ovania bud\u00fa musie\u0165 zoh\u013ead\u0148ova\u0165 najm\u00e4 zlo\u017eitos\u0165 pr\u00e1ce, zodpovednos\u0165, nam\u00e1havos\u0165, pracovn\u00e9 podmienky a relevantn\u00e9 zru\u010dnosti vr\u00e1tane komunika\u010dn\u00fdch \u010di soci\u00e1lnych schopnost\u00ed (soft skills). V praxi tak bude potrebn\u00e9 prehodnoti\u0165 existuj\u00face syst\u00e9my odme\u0148ovania, intern\u00e9 metodiky ur\u010dovania mzdy, ako aj transparentnos\u0165 krit\u00e9ri\u00ed, na z\u00e1klade ktor\u00fdch sa mzda prizn\u00e1va alebo zvy\u0161uje.<\/p>\n

Pre zamestn\u00e1vate\u013eov existuj\u00facich ku d\u0148u \u00fa\u010dinnosti Z\u00e1kona bude obzvl\u00e1\u0161\u0165 v\u00fdznamn\u00e1 kr\u00e1tka implementa\u010dn\u00e1 lehota. Nov\u00e9 pravidl\u00e1 bude potrebn\u00e9 zavies\u0165 najnesk\u00f4r do 31. j\u00fala 2026<\/u>, \u010do ponech\u00e1va len obmedzen\u00fd \u010das na pr\u00edpravu intern\u00fdch procesov a dokument\u00e1cie.<\/p>\n

Z\u00e1sadn\u00e9 zmeny sa dotkn\u00fa aj procesu prij\u00edmania zamestnancov. Od nadobudnutia \u00fa\u010dinnosti Z\u00e1kona bud\u00fa zamestn\u00e1vatelia povinn\u00ed zabezpe\u010di\u0165, aby:<\/p>\n

a. pracovn\u00e9 inzer\u00e1ty a n\u00e1zvy pracovn\u00fdch poz\u00edci\u00ed boli rodovo neutr\u00e1lne,<\/p>\n

b. v\u00fdberov\u00e9 procesy neboli diskrimina\u010dn\u00e9,<\/p>\n

c. uch\u00e1dza\u010di dostali inform\u00e1ciu o n\u00e1stupnej odmene alebo mzdovom rozp\u00e4t\u00ed e\u0161te pred pracovn\u00fdm pohovorom alebo uzavret\u00edm zmluvy,<\/p>\n

d. zamestn\u00e1vate\u013e nevy\u017eadoval inform\u00e1cie o predch\u00e1dzaj\u00facej mzde kandid\u00e1ta.<\/p>\n

V praxi to znamen\u00e1 potrebu\u00a0prehodnoti\u0165 n\u00e1borov\u00e9 procesy (recruitment processes), HR dokument\u00e1ciu, pracovn\u00e9 inzer\u00e1ty a intern\u00e9 mzdov\u00e9 p\u00e1sma (salary bands).<\/u><\/p>\n

Nov\u00e1 regul\u00e1cia sa z\u00e1rove\u0148 dotkne aj existuj\u00facich pracovnopr\u00e1vnych vz\u0165ahov. Zamestnanci z\u00edskavaj\u00fa pr\u00e1vo po\u017eiada\u0165 zamestn\u00e1vate\u013ea o inform\u00e1cie t\u00fdkaj\u00face sa:<\/p>\n

a. vlastnej \u00farovne odmeny,<\/p>\n

b. priemernej \u00farovne odmien pod\u013ea pohlavia v r\u00e1mci porovnate\u013enej kateg\u00f3rie zamestnancov vykon\u00e1vaj\u00facich rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty.<\/p>\n

Zamestn\u00e1vate\u013e mus\u00ed odpoveda\u0165 do dvoch mesiacov<\/u>, pri\u010dom Z\u00e1kon z\u00e1rove\u0148 v\u00fdslovne ustanovuje, \u017ee dolo\u017eky ml\u010danlivosti o mzde s\u00fa neplatn\u00e9, ak br\u00e1nia zamestnancovi informova\u0165 o vlastnej odmene.<\/p>\n

Transparentnos\u0165 odme\u0148ovania sa pritom nebude uplat\u0148ova\u0165 len vo vz\u0165ahu medzi zamestn\u00e1vate\u013eom a zamestnancom. Z\u00e1kon zav\u00e1dza aj povinnos\u0165 pravideln\u00e9ho vykazovania rozdielov v odme\u0148ovan\u00ed medzi mu\u017emi a \u017eenami (gender pay gap) Ministerstvu pr\u00e1ce, soci\u00e1lnych vec\u00ed a rodiny SR.<\/u><\/p>\n

Povinnos\u0165 sa bude uplat\u0148ova\u0165 v z\u00e1vislosti od ve\u013ekosti zamestn\u00e1vate\u013ea:<\/p>\n

a. zamestn\u00e1vatelia so 100 a\u017e 249 zamestnancami bud\u00fa pod\u00e1va\u0165 spr\u00e1vy raz za tri roky,<\/p>\n

b. zamestn\u00e1vatelia s 250 a viac zamestnancami bud\u00fa podlieha\u0165 ka\u017edoro\u010dnej reportingovej povinnosti.<\/p>\n

Prv\u00e9 reportovacie obdobia s\u00fa pritom nastaven\u00e9 diferencovane pod\u013ea ve\u013ekosti zamestn\u00e1vate\u013ea:<\/p>\n

a. zamestn\u00e1vatelia s minim\u00e1lne 150 zamestnancami predlo\u017eia prv\u00fa spr\u00e1vu u\u017e do 7. j\u00fana 2027,<\/p>\n

b. zamestn\u00e1vatelia so 100 a\u017e 149 zamestnancami predlo\u017eia prv\u00fa spr\u00e1vu a\u017e v roku 2031.<\/p>\n

Reporting z\u00e1rove\u0148 nebude len form\u00e1lnou administrat\u00edvnou povinnos\u0165ou. Ak sa v konkr\u00e9tnej kateg\u00f3rii zamestnancov preuk\u00e1\u017ee neod\u00f4vodnen\u00fd rozdiel v odme\u0148ovan\u00ed najmenej vo v\u00fd\u0161ke 5 %, ktor\u00fd zamestn\u00e1vate\u013e neodstr\u00e1ni do \u0161iestich mesiacov, vznikne mu povinnos\u0165 vykona\u0165 spolo\u010dn\u00e9 pos\u00fadenie odme\u0148ovania (joint pay assessment) so z\u00e1stupcami zamestnancov. Tak\u00e9to pos\u00fadenie bude zah\u0155\u0148a\u0165 detailn\u00fa anal\u00fdzu mzdov\u00fdch rozdielov, pr\u00ed\u010din nerovnost\u00ed a prijatie konkr\u00e9tnych n\u00e1pravn\u00fdch opatren\u00ed.<\/p>\n

\"devens-law-clanok\"<\/p>\n

Zv\u00fd\u0161en\u00e9 sporov\u00e9 a sank\u010dn\u00e9 riziko<\/u><\/strong><\/h2>\n

Nov\u00e1 pr\u00e1vna \u00faprava z\u00e1rove\u0148 v\u00fdznamne posil\u0148uje vymo\u017eite\u013enos\u0165 pr\u00e1va na rovnak\u00e9 odme\u0148ovanie.<\/p>\n

Z\u00e1kon zav\u00e1dza:<\/p>\n

a. pr\u00e1vo na n\u00e1hradu nevyplatenej odmeny, nemajetkovej ujmy a \u010fal\u0161\u00edch \u0161k\u00f4d,<\/p>\n

b. trojro\u010dn\u00fa subjekt\u00edvnu preml\u010daciu dobu,<\/p>\n

c. spr\u00edsnen\u00e9 d\u00f4kazn\u00e9 bremeno zamestn\u00e1vate\u013ea, ktor\u00fd bude v ur\u010dit\u00fdch pr\u00edpadoch povinn\u00fd preukazova\u0165, \u017ee k diskrimin\u00e1cii nedo\u0161lo.<\/p>\n

Popri s\u00fakromnopr\u00e1vnych n\u00e1rokoch treba zoh\u013eadni\u0165 aj sank\u010dn\u00e9 rizik\u00e1, pri\u010dom nesplnenie reportingov\u00fdch povinnost\u00ed m\u00f4\u017ee vies\u0165 k pokute vo v\u00fd\u0161ke 4 000 EUR a\u017e 8 000 EUR.<\/p>\n

\u010co by mali zamestn\u00e1vatelia urobi\u0165 u\u017e teraz?<\/u><\/strong><\/h2>\n

Vzh\u013eadom na kr\u00e1tke implementa\u010dn\u00e9 obdobie odpor\u00fa\u010dame za\u010da\u0165 s pr\u00edpravou bezodkladne, a to najm\u00e4:<\/p>\n

a. vykona\u0165 anal\u00fdzu rozdielov v odme\u0148ovan\u00ed medzi mu\u017emi a \u017eenami (pay gap assessment) a identifikova\u0165 rizikov\u00e9 kateg\u00f3rie zamestnancov,<\/p>\n

b. preveri\u0165 s\u00falad existuj\u00facich syst\u00e9mov odme\u0148ovania s po\u017eiadavkou objekt\u00edvnych a nediskrimina\u010dn\u00fdch krit\u00e9ri\u00ed,<\/p>\n

c. pripravi\u0165 alebo aktualizova\u0165 transparentn\u00fa \u0161trukt\u00faru odme\u0148ovania a intern\u00e9 pravidl\u00e1 odme\u0148ovania, vr\u00e1tane pr\u00edslu\u0161n\u00e9ho vn\u00fatorn\u00e9ho predpisu<\/u>,<\/p>\n

d. nastavi\u0165 alebo aktualizova\u0165 mzdov\u00e9 p\u00e1sma (salary bands) a syst\u00e9m zaradenia pracovn\u00fdch poz\u00edci\u00ed (grading framework),<\/p>\n

e. upravi\u0165 pracovn\u00e9 inzer\u00e1ty, n\u00e1borov\u00e9 procesy (recruitment processes) a HR dokument\u00e1ciu,<\/p>\n

f. nastavi\u0165 intern\u00e9 procesy pre vybavovanie \u017eiadost\u00ed zamestnancov o inform\u00e1cie t\u00fdkaj\u00face sa odme\u0148ovania,<\/p>\n

g. vyhodnoti\u0165 pripravenos\u0165 organiz\u00e1cie na bud\u00face vykazovanie \u00fadajov (reporting) a nastavi\u0165 dokument\u00e1ciu pre pr\u00edpad pracovnopr\u00e1vnych sporov.<\/p>\n

Z\u00e1ver<\/u><\/strong><\/h2>\n

Z\u00e1kon predstavuje jednu z najv\u00fdznamnej\u0161\u00edch pracovnopr\u00e1vnych zmien posledn\u00fdch rokov a bude ma\u0165 praktick\u00fd dopad na \u0161irok\u00e9 spektrum zamestn\u00e1vate\u013eov. Nep\u00f4jde pritom iba o splnenie novej z\u00e1konnej povinnosti, ale o potrebu prehodnoti\u0165 existuj\u00face syst\u00e9my odme\u0148ovania, n\u00e1borov\u00e9 procesy, intern\u00fa dokument\u00e1ciu a nastavenie pracovnopr\u00e1vnej compliance.<\/p>\n

Vzh\u013eadom na rozsah zmien, nov\u00e9 reportingov\u00e9 povinnosti, zv\u00fd\u0161en\u00e9 procesn\u00e9 pr\u00e1va zamestnancov a potenci\u00e1lne sporov\u00e9 rizik\u00e1 odpor\u00fa\u010dame za\u010da\u0165 s posudzovan\u00edm pripravenosti organiz\u00e1cie v dostato\u010dnom predstihu. V\u010dasn\u00e1 identifik\u00e1cia rizikov\u00fdch oblast\u00ed a nastavenie transparentn\u00fdch, objekt\u00edvnych a obh\u00e1jite\u013en\u00fdch pravidiel odme\u0148ovania bude rozhoduj\u00faca pre bezprobl\u00e9mov\u00fa implement\u00e1ciu novej pr\u00e1vnej \u00fapravy.<\/p>\n

V pr\u00edpade z\u00e1ujmu V\u00e1m radi poskytneme konzult\u00e1ciu prisp\u00f4soben\u00fa potreb\u00e1m Va\u0161ej organiz\u00e1cie alebo komplexn\u00fa pr\u00e1vnu asistenciu pri pos\u00faden\u00ed pripravenosti, nastaven\u00ed intern\u00fdch procesov, rev\u00edzii HR dokument\u00e1cie a praktickej implement\u00e1cii po\u017eiadaviek novej pr\u00e1vnej \u00fapravy.<\/p>\n

\n<\/div>\n","protected":false},"excerpt":{"rendered":"

D\u0148a 7. j\u00fana 2026 nadob\u00fada \u00fa\u010dinnos\u0165 z\u00e1kon \u010d. 76\/2026 Z. z. o rovnakom odme\u0148ovan\u00ed mu\u017eov a \u017eien za rovnak\u00fa pr\u00e1cu alebo za pr\u00e1cu rovnakej hodnoty\u00a0(\u010falej len „Z\u00e1kon„), ktor\u00fdm Slovensk\u00e1 republika transponuje smernicu Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2023\/970 o transparentnosti odme\u0148ovania. Nov\u00e1 pr\u00e1vna \u00faprava prin\u00e1\u0161a z\u00e1sadn\u00e9 zmeny v oblasti odme\u0148ovania, transparentnosti miezd, n\u00e1borov\u00fdch procesov a […]<\/p>\n","protected":false},"author":1,"featured_media":628,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[5],"tags":[],"class_list":["post-622","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-financie"],"acf":[],"yoast_head":"\nNov\u00e9 pravidl\u00e1 transparentnosti odme\u0148ovania - devens<\/title>\n<meta name=\"description\" content=\"Nov\u00e9 pravidl\u00e1 transparentnosti odme\u0148ovania: Zamestn\u00e1vatelia musia prehodnoti\u0165 mzdov\u00e9 syst\u00e9my u\u017e v roku 2026\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.devens.sk\/sk\/nove-pravidla-transparentnosti-odmenovania-zamestnavatelia-musia-prehodnotit-mzdove-systemy-uz-v-roku-2026\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nov\u00e9 pravidl\u00e1 transparentnosti odme\u0148ovania - 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