{"id":50901,"date":"2025-12-29T12:01:28","date_gmt":"2025-12-29T11:01:28","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=50901"},"modified":"2026-08-13T13:11:03","modified_gmt":"2026-08-13T11:11:03","slug":"transparentne-odmenovanie-jun-2026","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/transparentne-odmenovanie-jun-2026\/","title":{"rendered":"Transparentn\u00e9 odm\u011b\u0148ovanie: \u010co firmy musia urobi\u0165 v roku 2026"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Rok 2026 prinesie pre v\u00e4\u010d\u0161inu firiem z\u00e1sadn\u00fa zmenu v oblasti odme\u0148ovania v podobe novej legislat\u00edvy o transparentn\u00fdch mzd\u00e1ch. Hoci je regul\u00e1cia zn\u00e1ma u\u017e dlh\u0161iu dobu, nov\u00e1 <a href=\"https:\/\/eur-lex.europa.eu\/CS\/legal-content\/summary\/equal-pay-for-equal-work-or-work-of-equal-value-between-men-and-women-rules-on-pay-transparency.html?utm_source=chatgpt.com\">smernica Eur\u00f3pskej \u00fanie o transparentnosti odme\u0148ovania<\/a> (EU) 2023\/970 prin\u00e1\u0161a to, \u017ee v\u00e4\u010d\u0161ina firiem v r\u00e1mci EU bude ma\u0165 nov\u00e9 povinnosti t\u00fdkaj\u00face sa zverej\u0148ovania miezd, reportingu a spravodliv\u00fdch mzdov\u00fdch \u0161trukt\u00far. Transpoz\u00edcia do n\u00e1rodnej legislat\u00edvy \u010dlensk\u00fdch \u0161t\u00e1tov mus\u00ed prebehn\u00fa\u0165 najnesk\u00f4r do za\u010diatku j\u00fana 2026. Pre zamestn\u00e1vate\u013eov odpor\u00fa\u010dame ne\u010daka\u0165 a pripravi\u0165 sa postupne.<\/strong><\/p>\n\n\n\n<h2 id=\"co-je-cielom-legislativy\" class=\"wp-block-heading\"><strong>\u010co je cie\u013eom legislat\u00edvy?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Smernica m\u00e1 pod\u013ea <\/span><a href=\"https:\/\/www.consilium.europa.eu\/cs\/policies\/pay-transparency\/\"><span>Eur\u00f3pskej rady<\/span><\/a><span> dve hlavn\u00e9 amb\u00edcie:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>posilni\u0165 z\u00e1sadu rovnakej odmeny za rovnak\u00fa alebo rovnocenn\u00fa pr\u00e1cu a t\u00fdm zn\u00ed\u017ei\u0165 rozdiel v odme\u0148ovan\u00ed \u017eien a mu\u017eov, ktor\u00fd v EU \u010din\u00ed pribli\u017ene 12-13%.\u00a0<\/span><\/li>\n\n\n\n<li><span>zlep\u0161i\u0165 transparentnos\u0165 mzdov\u00fdch syst\u00e9mov, aby zamestnanci aj uch\u00e1dza\u010di o zamestnanie mali pr\u00edstup k re\u00e1lnym inform\u00e1ci\u00e1m o mzd\u00e1ch.\u00a0<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"ako-nove-pravidla-riesia-otazku-diskriminacie-v-odmenovani\" class=\"wp-block-heading\"><strong>Ako nov\u00e9 pravidl\u00e1 rie\u0161ia ot\u00e1zku diskrimin\u00e1cie v odme\u0148ovan\u00ed<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Nov\u00e9 pravidl\u00e1 EU vych\u00e1dzaj\u00fa z predpokladu, \u017ee diskrimin\u00e1cia v odme\u0148ovan\u00ed je \u010dasto skryt\u00e1 a ne\u00famyse\u013en\u00e1, najm\u00e4 kv\u00f4li nedostatku transparentnosti. Smernice preto zav\u00e1dzaj\u00fa povinnosti, ktor\u00e9 umo\u017enia zamestnancom a uch\u00e1dza\u010dom lep\u0161ie porozumie\u0165 mzdov\u00fdm syst\u00e9mom, porovn\u00e1va\u0165 odme\u0148ovanie a pr\u00edpadne sa br\u00e1ni\u0165 nerovnak\u00e9mu zach\u00e1dzaniu.&nbsp;<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>K\u013e\u00fa\u010dov\u00fdm n\u00e1strojom je transparentnos\u0165 miezd pred n\u00e1stupom do zamestnania a po\u010das pracovn\u00e9ho pomeru, vr\u00e1tane pr\u00e1va na inform\u00e1cie o mzdov\u00fdch rozp\u00e4tiach a priemern\u00fdch odmen\u00e1ch u porovnate\u013en\u00fdch poz\u00edci\u00ed. T\u00fdm sa posil\u0148uje schopnos\u0165 pracovn\u00edkov odhali\u0165 a napadn\u00fa\u0165 rozdiely v odme\u0148ovan\u00ed \u017eien a mu\u017eov, ktor\u00e9 nemo\u017eno objekt\u00edvne zhodnoti\u0165.&nbsp;<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Smernica nadv\u00e4zuje na dlhodobo platn\u00fa z\u00e1sadu rovnakej odmeny za rovnak\u00fa pr\u00e1cu (\u010dl. 157 SFEU a smernice 2006\/54\/ES), ktorej praktick\u00e9 presadzovanie bolo doposia\u013e obmedzen\u00e9. Nedostato\u010dn\u00e1 transparentnost toti\u017e \u010dasto br\u00e1nila obetiam diskrimin\u00e1cie v tom, aby v\u00f4bec zistili, \u017ee k nerovnak\u00e9mu odme\u0148ovaniu doch\u00e1dza.&nbsp;<\/span><\/p>\n\n\n\n<h3 id=\"nova-legislativa-tak\" class=\"wp-block-heading\"><strong>Nov\u00e1 legislat\u00edva tak:<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>posil\u0148uje postavanie zamestnancov pri uplat\u0148ovan\u00ed pr\u00e1va na rovnak\u00fa odmenu,<\/span><\/li>\n\n\n\n<li><span>zvy\u0161uje zrozumite\u013enos\u0165 a f\u00e9rovos\u0165 mzdov\u00fdch syst\u00e9mov,<\/span><\/li>\n\n\n\n<li><span>zlep\u0161uje vym\u00e1hate\u013enos\u0165 pr\u00e1va a pr\u00edstup k opravn\u00fdm prostriedkom.\u00a0<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Cie\u013eom nie je plo\u0161n\u00e1 regul\u00e1cia miezd, ale odstr\u00e1nenie \u0161truktur\u00e1lnych a syst\u00e9mov\u00fdch nerovnost\u00ed, ktor\u00e9 prispievaj\u00fa k pretrv\u00e1vaj\u00facim rozdielom v odme\u0148ovan\u00ed \u017eien a mu\u017eov v celej EU.<\/span><\/p>\n\n\n\n<h2 id=\"na-koho-sa-smernica-vztahuje\" class=\"wp-block-heading\"><strong>Na koho sa smernica vz\u0165ahuje<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>V\u0161etk\u00fdch zamestn\u00e1vate\u013eov vo verejnom a s\u00fakromnom sektore.\u00a0<\/span><\/li>\n\n\n\n<li><span>V\u0161etk\u00fdch zamestnancov, ktor\u00ed maj\u00fa pracovn\u00fa zmluvu alebo s\u00fa v pracovnop\u0155avnom vz\u0165ahu.<\/span><\/li>\n\n\n\n<li><span>Firmy s menej ne\u017e 100 zamestnancami m\u00f4\u017eu poskytova\u0165 inform\u00e1cie dobrovo\u013ene, \u010dlensk\u00e9 \u0161t\u00e1ty v\u0161ak m\u00f4\u017eu stanovi\u0165 povinnos\u0165 aj pre mal\u00e9 firmy.\u00a0<\/span><\/li>\n\n\n\n<li><span>Z\u00e1sady rovnak\u00e9ho odme\u0148ovania musia dodr\u017eiava\u0165 v\u0161etky firmy aj rozpo\u010dtov\u00e9 organiz\u00e1cie bez v\u00fdnimky (nez\u00e1vis\u00ed na po\u010dte zamestnancov), iba reporting zost\u00e1va pre men\u0161ie firmy dobrovo\u013en\u00fd, nie povinn\u00fd.<\/span><span><br><\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"klucove-povinnosti-pre-zamestnavatelov\" class=\"wp-block-heading\"><strong>K\u013e\u00fa\u010dov\u00e9 povinnosti pre zamestn\u00e1vate\u013eov<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><b>Transparentn\u00e9 mzdov\u00e9 stupne a rozsahy miezd: <\/b><span>Firmy musia ma\u0165 jasne definovan\u00fa mzdov\u00fa \u0161trukt\u00faru (mzdov\u00e9 stupne) a zverejni\u0165 rozp\u00e4tie platov pre jednotliv\u00e9 role alebo kateg\u00f3rie poz\u00edci\u00ed. To znamen\u00e1, \u017ee kandid\u00e1ti u\u017e nebud\u00fa \u201cv tme\u201d, ale dostan\u00fa konkr\u00e9tnu inform\u00e1ciu o ponuke mzdy po\u010das n\u00e1borov\u00e9ho procesu - a to bu\u010f v inzer\u00e1te, alebo najnesk\u00f4r pred pohovorom. T\u00fdm sa tie\u017e posil\u0148uje schopnos\u0165 zamestnancov odhali\u0165 a napadn\u00fa\u0165 rozdiely v odme\u0148ovan\u00ed \u017eien a mu\u017eov, ktor\u00e9 nemo\u017eno objekt\u00edvne od\u00f4vodni\u0165.<\/span><\/li>\n\n\n\n<li><b>Z\u00e1kaz zis\u0165ovania hist\u00f3rie odme\u0148ovania:<\/b><span> Zamestn\u00e1vatelia sa nem\u00f4\u017eu pri n\u00e1bore p\u00fdta\u0165 kandid\u00e1ta na jeho predch\u00e1dzaj\u00facu mzdu alebo po\u017eiadavku zalo\u017een\u00fa na predch\u00e1dzaj\u00facej odmene. Tento z\u00e1kaz m\u00e1 zabr\u00e1ni\u0165 reprodukcii nerovnost\u00ed v odme\u0148ovan\u00ed.\u00a0<\/span><\/li>\n\n\n\n<li><b>Pr\u00e1vo zamestnancov na inform\u00e1cie<\/b><span>: Po\u010das pracovn\u00e9ho pomeru m\u00e1 zamestnanec pr\u00e1vo po\u017eadova\u0165 \u00fadajov o priemern\u00fdch mzd\u00e1ch a odmen\u00e1ch (napr. rozdelen\u00e9 pod\u013ea pohlavia) pre porovnate\u013en\u00e9 role a krit\u00e9ri\u00e1 rozhodovania o mzd\u00e1ch a kari\u00e9rnom raste. Smernica taktie\u017e zlep\u0161uje vym\u00e1hate\u013enos\u0165 pr\u00e1va a pr\u00edstup k opravn\u00fdm prostriedkom.\u00a0<\/span><\/li>\n\n\n\n<li><b>Reporting extern\u00fdm in\u0161tit\u00faci\u00e1m:<\/b><span> Firmy nad ur\u010dit\u00fa ve\u013ekos\u0165 bud\u00fa musie\u0165 pravidelne reportova\u0165 rozdiely v odme\u0148ovan\u00ed pr\u00edslu\u0161n\u00fdm \u0161t\u00e1tnym org\u00e1nom:<\/span><\/li>\n<\/ol>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>250+ zamestnancov = ro\u010dn\u00fd reporting (prv\u00fd reporting by tak mal by\u0165 do polovice roku 2027)<\/span><\/li>\n\n\n\n<li><span>100 - 249 zamestnancov = reporting ka\u017ed\u00e9 3 roky<\/span><\/li>\n\n\n\n<li><span>Na organiz\u00e1cie, ktor\u00e9 maj\u00fa menej ne\u017e 100 zamestnancov, sa povinnos\u0165 pod\u00e1va\u0165 spr\u00e1vy vz\u0165ahova\u0165 zatia\u013e nebude.<\/span><\/li>\n\n\n\n<li><a href=\"https:\/\/www.sprievodcamzdami.sk\/smernica-eu-o-transparentnosti-odmenovania\/\"><span>Zamestn\u00e1vatelia musia poskytova\u0165 inform\u00e1cie o rozdieloch v odme\u0148ovan\u00ed mu\u017eov a \u017eien<\/span><\/a><span>, vr\u00e1tane medi\u00e1nu a priemeru miezd, fixn\u00fdch a variabiln\u00fdch zlo\u017ek\u00e1ch odmeny, podielu mu\u017eov a \u017eien v ka\u017edom kvartile miezd, hist\u00f3ria odmien za posledn\u00e9 4 roky.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"ako-na-implementaciu-krok-za-krokom-checklist\" class=\"wp-block-heading\"><strong>Ako na implement\u00e1ciu: krok za krokom (checklist)<\/strong><\/h2>\n\n\n\n<h3 id=\"1-zmapujte-sucasny-stav-miezd-a-odmenovania\" class=\"wp-block-heading\"><strong>1. Zmapujte s\u00fa\u010dasn\u00fd stav miezd a odme\u0148ovania<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Analyzujte intern\u00e9 d\u00e1tov\u00e9 zdroje k <\/span><a href=\"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/odmenovani-zamestnancu\/\"><span>odme\u0148ovaniu<\/span><\/a><span>.<\/span><\/li>\n\n\n\n<li><span>Odde\u013ete role pod\u013ea zodpovednost\u00ed a schopnost\u00ed (job evaluation).<\/span><\/li>\n\n\n\n<li><span>Ur\u010dite relevantn\u00e9 mzdov\u00e9 rozsahy pre ka\u017ed\u00fa kateg\u00f3riu.<\/span><\/li>\n\n\n\n<li><span>Tip: Ujasnite si krit\u00e9ria pre rozdiely v odmene (napr. seniorita, v\u00fdkonnos\u0165, trh). Nesmie to byt ni\u010d diskrimina\u010dn\u00e9 - napr\u00edklad pohlavie.\u00a0<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"2-vytvorte-strukturovane-mzdove-stupne\" class=\"wp-block-heading\"><strong>2. Vytvorte \u0161trukt\u00farovan\u00e9 mzdov\u00e9 stupne<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Vytvorte platov\u00e9 p\u00e1sma, ktor\u00e9 reflektuj\u00fa trhov\u00e9 benchmarky aj intern\u00e9 hodnoty pr\u00e1ce.<\/span><\/li>\n\n\n\n<li><span>Zav\u00e1dzajte mzdov\u00e9 stupne do <\/span><a href=\"https:\/\/www.sloneek.com\/sk\/\"><span>HR syst\u00e9mu<\/span><\/a><span> (resp. inej relevantnej platformy).<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"3-aktualizujte-naborove-procesy\" class=\"wp-block-heading\"><strong>3. Aktualizujte n\u00e1borov\u00e9 procesy<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Do pracovn\u00fdch inzer\u00e1tov pridajte mzdy \/ rozp\u00e4tie. Na Slovensku plat\u00ed z\u00e1konn\u00e1 povinnos\u0165 u\u017e dlh\u0161ie.\u00a0<\/span><\/li>\n\n\n\n<li><span>Upravte proces pohovorov tak, aby neobsahoval ot\u00e1zky na mzdu z minul\u00fdch zamestnan\u00ed - nabriefujte v\u0161etk\u00fdch z\u00fa\u010dastnen\u00fdch.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"4-pripravte-smernice\" class=\"wp-block-heading\"><strong>4. Pripravte smernice<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Musia by\u0165 dostupn\u00e9 na vy\u017eiadanie - online aj v tla\u010denej podobe pre v\u0161etk\u00fdch zamestnancov.<\/span><\/p>\n\n\n\n<h3 id=\"5-interna-komunikacia-a-skolenia\" class=\"wp-block-heading\"><strong>5. Intern\u00e1 komunik\u00e1cia a \u0161kolenia<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Informujte mana\u017e\u00e9rov a HR o nov\u00fdch pravidl\u00e1ch.<\/span><\/li>\n\n\n\n<li><span>Informujte zamestnancov o smerniciach a zmen\u00e1ch, najnesk\u00f4r do 7.6.2026.\u00a0<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"6-reporting\" class=\"wp-block-heading\"><strong>6. Reporting<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Ur\u010dite, ak\u00e9 d\u00e1ta mus\u00edte reportova\u0165 (rozdiely pod\u013ea pohlavia \u010di \u00farovne role). Nezabudnite okrem fixn\u00fdch miezd taktie\u017e na bonusy, variabiln\u00e9 zlo\u017eky a podobne.\u00a0<\/span><\/li>\n\n\n\n<li><span>Napl\u00e1nujte periodick\u00e9 reportovanie pod\u013ea ve\u013ekosti organiz\u00e1cie.<\/span><\/li>\n\n\n\n<li><span>Ur\u010dite zodpovedn\u00fa osobu za reporting.<\/span><span><br><\/span><\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote blockquote--tip is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>TIP: <a href=\"https:\/\/www.sloneek.com\/sk\/hr-analytics\/\">Sloneek<\/a> firm\u00e1m u\u013eah\u010duje tvorbu a spr\u00e1vu mzdov\u00fdch stup\u0148ov, automatizuje zber d\u00e1t pre reporting a umo\u017e\u0148uje jednoducho analyzova\u0165 rozdiely v odme\u0148ovan\u00ed pod\u013ea pohlavia \u010di role. V\u010faka preh\u013eadn\u00fdm dashboardom podporuje objekt\u00edvne rozhodovanie o mzd\u00e1ch a zni\u017euje administrat\u00edvnu z\u00e1\u0165a\u017e spojen\u00fa s implement\u00e1ciou legislat\u00edvy. Pom\u00e1h\u00e1 tak r\u00fdchlo a efekt\u00edvne pripravi\u0165 firmu na po\u017eiadavky transparentn\u00e9ho odme\u0148ovania.&nbsp;<\/strong><\/p>\n<\/blockquote>\n\n\n\n<h2 id=\"prinos-pre-firmy\" class=\"wp-block-heading\"><strong>Pr\u00ednos pre firmy<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Lep\u0161ia spravedlnos\u0165 v <a href=\"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/odmenovani-zamestnancu\/\">odme\u0148ovan\u00ed<\/a><\/strong><span> \u2013 identifik\u00e1cia nerovnost\u00ed a zlep\u0161en\u00ed internej rovnosti.\u00a0<\/span><\/li>\n\n\n\n<li><span><strong>Silnej\u0161\u00ed employer branding<\/strong> \u2013 transparentnos\u0165 zvy\u0161uje d\u00f4veru uch\u00e1dza\u010dov i zamestnancov.<\/span><\/li>\n\n\n\n<li><span><strong>Lep\u0161ie HR rozhodovanie<\/strong> \u2013 pr\u00e1ca s pevn\u00fdmi d\u00e1tami zvy\u0161uje kvalitu rozhodnut\u00ed pri ur\u010dovan\u00ed miezd.<\/span><\/li>\n\n\n\n<li><span><strong>Zn\u00ed\u017een\u00e9 pr\u00e1vne riziko<\/strong> \u2013 menej sporov o diskrimin\u00e1ciu.<\/span><\/li>\n\n\n\n<li><span><strong>D\u00e1tov\u00e1 transparentnos\u0165<\/strong> \u2013 zverejnenie nie len rozp\u00e4tia miezd, ale aj sp\u00f4sob v\u00fdpo\u010dtu.<\/span><\/li>\n\n\n\n<li><span><strong>Objekt\u00edvne hodnotenie rol\u00ed<\/strong> \u2013 jasn\u00e1 metodol\u00f3gia pre hodnotenie role, nie intu\u00edcia.<\/span><\/li>\n\n\n\n<li><span>Zv\u00fd\u0161enie <strong>anga\u017eovanosti a spokojnosti<\/strong>.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"rizika-pokial-sa-firmy-nepripravia-vcas\" class=\"wp-block-heading\"><strong>Rizik\u00e1, pokia\u013e sa firmy nepripravia v\u010das<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><span><strong>Finan\u010dn\u00e9 sankcie<\/strong> - \u010dlensk\u00e9 \u0161t\u00e1ty musia zaisti\u0165 pokuty za poru\u0161enie povinnost\u00ed pod\u013ea smernice.<\/span><\/li>\n\n\n\n<li><span><strong>Pr\u00e1vne spory s pracovn\u00edkmi<\/strong> - zamestnanci m\u00f4\u017eu uplatni\u0165 n\u00e1roky za diskrimin\u00e1ciu. <\/span><a href=\"https:\/\/www.consilium.europa.eu\/cs\/policies\/pay-transparency\/?utm_source=chatgpt.com\"><span>Smernica<\/span><\/a><span> rovnako obsahuje ustanovenia o od\u0161kodnen\u00ed pre obete diskrimin\u00e1cie v odme\u0148ovan\u00ed a o sankci\u00e1ch pre zamestn\u00e1vate\u013eov, ktor\u00ed pravidl\u00e1 poru\u0161uj\u00fa, vr\u00e1tane pok\u00fat. Pod\u013ea novej smernice maj\u00fa zamestnanci, u ktor\u00fdch do\u0161lo k diskrimin\u00e1cii v odme\u0148ovan\u00ed na z\u00e1klade pohlavia, n\u00e1rok na od\u0161kodnenie, ktor\u00e9 m\u00f4\u017ee zah\u0155\u0148a\u0165 doplatok mzdy, nevyplaten\u00e9 bonusy i dal\u0161ie s\u00favisiace plnenia. Z\u00e1sadnou zmenou je taktie\u017e presun d\u00f4kazn\u00e9ho bremena \u2013 zamestnanec u\u017e nemus\u00ed preukazova\u0165, \u017ee bol diskriminovan\u00fd. Naopak zamestn\u00e1vate\u013e mus\u00ed dolo\u017ei\u0165, \u017ee dodr\u017eal pravidl\u00e1 rovnakej odmeny a transparentn\u00e9ho odme\u0148ovania.<\/span><\/li>\n\n\n\n<li><span><strong>Poru\u0161enie t\u00fdchto povinnost\u00ed<\/strong> m\u00f4\u017ee vies\u0165 k sankci\u00e1m vr\u00e1tane finan\u010dn\u00fdch pok\u00fat, ktor\u00e9 maj\u00fa by\u0165 \u00fa\u010dinn\u00e9, primeran\u00e9 a dostato\u010dne odr\u00e1dzaj\u00face.<\/span><\/li>\n\n\n\n<li><span><strong>Reputa\u010dn\u00e9 riziko<\/strong> - verejn\u00e9 inform\u00e1cie o mzdov\u00fdch rozdieloch m\u00f4\u017eu po\u0161kodi\u0165 zna\u010dku.<\/span><a href=\"https:\/\/www.ceskenoviny.cz\/zpravy\/2645278?utm_source=chatgpt.com\"><span>\u00a0<\/span><\/a><\/li>\n\n\n\n<li><span><strong>Operat\u00edvny chaos<\/strong> - absencia jasn\u00fdch mzdov\u00fdch \u0161trukt\u00far komplikuje n\u00e1bor a intern\u00e9 fungovanie.\u00a0<\/span><\/li>\n<\/ol>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Odkaz na ofici\u00e1lnu smernicu<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Z\u00e1kladn\u00fd legislat\u00edvny text je Smernica \u201eEqual Pay for equal work or work of equal value\u201c (EU) 2023\/970, ktor\u00e1 bola zverejnen\u00e1 vo \u00daradnom vestn\u00edku EU 17. 5. 2023 a mus\u00ed by\u0165 preveden\u00e1 do n\u00e1rodn\u00fdch z\u00e1konov do 7. j\u00fana 2026 \ud83d\udc49\ud83c\udffb <\/span><a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/ces\"><span>https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/ces<\/span><\/a><span>&nbsp;<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Transparentnos\u0165 odme\u0148ovania v EU&nbsp; \ud83d\udc49\ud83c\udffb <a href=\"https:\/\/www.consilium.europa.eu\/cs\/policies\/pay-transparency\/\">https:\/\/www.consilium.europa.eu\/cs\/policies\/pay-transparency\/<\/a><\/span><\/p>\n<\/blockquote>\n\n\n\n<h2 id=\"zaver\" class=\"wp-block-heading\"><strong>Z\u00e1ver<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Transparentn\u00e9 odme\u0148ovanie u\u017e nie je len \u201edobr\u00e1 prax\u201c - od polovice roku 2026 to bude legislat\u00edvn\u00e1 povinnos\u0165 pre firmy v celej EU, na z\u00e1klade <\/span><a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/ces\"><span>smernice<\/span><\/a><span> z roku 2023. Implement\u00e1cia vy\u017eaduje \u010das, jasn\u00e9 pl\u00e1novanie a proakt\u00edvny pr\u00edstup HR a vedenia firmy. Spr\u00e1vne nastaven\u00fd syst\u00e9m v\u0161ak prin\u00e1\u0161a strategick\u00e9 v\u00fdhody: v\u00e4\u010d\u0161ia spravodlivos\u0165, lep\u0161ia reput\u00e1cia aj kvalitnej\u0161ie rozhodovanie na z\u00e1klade d\u00e1t. Ur\u010dite odpor\u00fa\u010dame vyu\u017ei\u0165 v\u00fdhod <\/span><a href=\"https:\/\/www.sloneek.com\/sk\/\"><span>HR syst\u00e9mu<\/span><\/a><span>, kde m\u00f4\u017eete d\u00e1ta i smernice preh\u013eadne uchov\u00e1va\u0165 a pracova\u0165 s nimi \u010falej.<\/span><\/p>\n","protected":false},"featured_media":51901,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-50901","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-zmeny-hr-zakonu-sk"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Transparentn\u00e9 odme\u0148ovanie: povinnosti firiem v 2026 | Sloneek<\/title>\n<meta name=\"description\" content=\"\u010co znamen\u00e1 transparentn\u00e9 odme\u0148ovanie pod\u013ea EU smernice? ???? 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