Burden of proof
Where an employer has not met its transparency obligations, it falls on the employer to show there was no discrimination.
In equal pay proceedings the burden of proof shifts to the employer: where a worker establishes facts from which discrimination may be presumed, the employer must prove that no discrimination occurred. Failure to comply with transparency and reporting obligations strengthens that shift. In practice this makes documentation the defence — a job evaluation, the categories drawn from it and the reasoning behind both are what an employer relies on when asked to justify a difference.
More in Legislation
Directive 2023/970
The EU pay transparency directive that member states must transpose, and which the Slovak act implements.
Equal Pay Act (76/2026 Z. z.)
The Slovak act transposing Directive 2023/970, in force since 7 June 2026 and the first full transposition in …
Headcount threshold
The employee count that decides whether an employer reports, and how often.
Joint pay assessment
The assessment an employer must carry out when a category shows an unexplained gap of 5% or more.
Reporting period
The window of pay data a report covers. The first Slovak period runs 1 August to 31 December 2026.
Right to information
An employee's right to ask for their pay level and the average levels for work of equal value, broken down by …
Start with a baseline on your own data.
One pay-period extract produces the seven figures, the categories that breach, and what closing them would cost.