The Czech pay transparency law 2026 has taken a major step forward. On 20 October 2026, the Czech Chamber of Deputies finished the first reading of a draft change to the Labour Code. Members of Parliament then sent the bill to committees for further review.
The draft aims to bring EU Directive 2023/970 into Czech law. It would give workers more information about their pay. It would also introduce new rules for employers. These rules would affect hiring, salary decisions and how firms explain pay gaps between workers who do similar jobs.
The bill is not yet law. Still, Czech firms may soon face new rules on pay transparency. The first changes could start in 2027.
Czech Pay Transparency Law: What Happened on 20 October?
The government sent the draft law, known as Parliamentary Print No. 300, to the Chamber of Deputies in September 2026.
Members began the first reading on 16 October and finished it on 20 October. They then sent the bill to committees for more detailed review.
This is an important step towards making EU pay transparency rules part of Czech law.
However, the new rules are not yet in force. The bill must pass more stages before it becomes law. Both the Chamber of Deputies and the Senate still need to review it.
The draft is also part of a wider plan to change Czech labour law. This plan covers more than just pay transparency. For this reason, Parliament may still change some rules and dates.
What Will Change for Workers and Job Applicants?
One of the main changes concerns access to pay data.
Under the draft law, workers could ask for details about their own pay. They could also ask about the average pay of people who do the same job or work of equal value.
The data would show average pay for men and women separately. This would help workers spot pay gaps that may not be fair.
However, workers would not have full access to each colleague’s salary. They would receive average pay data instead. Firms would still need to protect private information.
The rules would also change how firms hire new staff.
Employers would need to tell job applicants the starting salary or pay range before they sign a work contract.
Firms would also be banned from asking candidates about their past salaries.
These steps aim to stop old pay gaps from affecting new jobs. They would also help firms make fair pay decisions.
New Rules for Employers in the Czech Republic
The draft Czech pay transparency law would require firms to review how they set and explain salaries.
Employers would need clear rules for deciding pay levels. They would also need to explain why some workers earn more than others.
For example, firms could still pay people more based on their skills, work history, duties or results. However, they would need clear reasons for these pay gaps.
The draft would also give more weight to internal pay rules. Firms would need to review how they group jobs and how they decide on bonuses and other benefits.
The aim is not to pay every worker the same amount. Instead, firms must show that they treat people fairly when they do the same work or work of equal value.
Large firms would also need to meet extra rules on reporting pay gaps between men and women.
For firms in the Czech Republic, these changes could mean more teamwork between HR, payroll staff, managers and outside advisers.
When Will the New Pay Transparency Rules Start?
The EU Pay Transparency Directive gave Member States until 7 June 2026 to bring its rules into national law.
The Czech Republic has proposed a later start, with changes taking place in stages.
Under the current draft, some rules on hiring and internal pay systems would start on 1 January 2027.
More rules would start on 1 January 2028. These include the right to ask for average pay data and some duties to report pay gaps.
Other reporting rules would follow over time. Their start dates would depend on the size of each firm.
However, Parliament has not yet passed the law. The final dates may still change.
Firms should also keep in mind that some reports may need pay data from 2027, even if the duty to report starts in 2028.
This means that firms should check their pay systems well before the rules take effect.
How Can Czech Firms Prepare?
The bill is still under review. However, firms can already take steps to get ready.
First, they should look at how they set salaries. They should check if people in similar jobs follow the same pay rules.
They should also keep clear records of why they give staff bonuses, benefits or pay rises.
Next, firms should review how they hire new workers. They should pay close attention to how they share salary details with job applicants.
Larger firms can also review payroll data. This may help them find pay gaps that they cannot easily explain.
As we discussed in our earlier article, Pay Transparency: What Changes with EU Directive 2023/970, the EU rules go beyond sharing pay data. They also aim to improve equal pay, make salary systems clearer and give employers more duties.
The latest steps in Parliament make this work even more important for firms in the Czech Republic.
What Happens Next?
The Czech pay transparency law 2026 is moving through Parliament. However, lawmakers still need to agree on the final text before it can become law.
Employers should follow the latest news on the bill. They should also start checking their pay rules, staff records and hiring methods.
Axevera helps firms in the Czech Republic with labour law matters, payroll services and business advice. Our team helps firms understand local rules and prepare for changes in the law.
With the first rules expected in 2027, firms that prepare early may save time, reduce paperwork and make their pay systems clearer.
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