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Pay transparency in Czechia

Partly in force Last verified 7 August 2026 High confidence

  • Pay information requests Pending

    Employees can ask for their own pay level and the averages for colleagues doing equal or equal-value work, broken down by sex.

  • Salary history questions are banned

    Applicants learn the pay range before the interview, and employers may not ask what they earn today.

Czechia has taken its first concrete step toward the EU Pay Transparency Directive, but only one piece of it is actually law. Since 1 June 2025, pay-secrecy clauses in employment contracts are prohibited and unenforceable under Act No. 120/2025 Coll. A wider package covering pay ranges in recruitment, salary history questions and gender pay gap reporting has been proposed by the Ministry of Labour and Social Affairs, but it is not yet enacted.

For employers, this means two different clocks are running. One obligation is already binding today. The rest is a published proposal that shows the likely direction of Czech law, but it could still change before it takes effect.

The measure

Law or measure
Act No. 120/2025 Coll. pay-secrecy amendment in force; broader MPSV pay-transparency proposal pending
Core obligations start
1 Jun 2025 (pay-secrecy clauses); broader proposal pending
Who is covered
Proposed Labour Code rules apply to employers and employees; reporting starts at 100 employees

What the law requires

1 further dimension is still being verified against official sources.

How Czechia differs from the Directive

Pay-secrecy clauses are prohibited from 1 June 2025; the broader Directive transposition remains a published MPSV proposal.

What this means for employers

Right now, your only firm legal duty in Czechia is to stop using or enforcing pay-secrecy clauses. If your contracts or policies still tell employees not to discuss their pay, those clauses no longer hold up, and relying on them can expose you to a fine of up to CZK 400,000. Beyond that, nothing else in the Directive is yet in force here, so treat the rest as a strong signal rather than a current requirement.

  • Review contracts and policies for pay-secrecy language and remove or disapply it now.
  • Track the MPSV proposal rather than assume it is final, since it is not yet enacted and may change.
  • Start thinking about salary ranges in job postings and offers, since the proposal would require sharing them with candidates in advance.
  • Review recruitment practices around pay history questions, since the proposal would ban asking applicants about past pay.
  • Watch the reporting threshold of 100 employees and the proposed staged start dates, since larger employers would be expected to report first.

Enforcement and open questions

Competent authority
Ministry of Labour and Social Affairs; State Labour Inspection Office
Equality body
Public Defender of Rights
Penalties
Enforcing a prohibited pay-secrecy clause may constitute an administrative offence punishable by a fine of up to CZK 400,000.
What could still change
Only the pay-secrecy element is currently in force. The broader proposal is not enacted and may change.

Common questions

Is the EU Pay Transparency Directive already law in Czechia?

Only partly. A ban on pay-secrecy clauses has been in force since 1 June 2025 under Act No. 120/2025 Coll. The broader set of Directive obligations, including pay-range disclosure and reporting, remains a Ministry of Labour and Social Affairs proposal that has not been enacted.

What does Czechia's pay-secrecy ban actually require?

It prohibits employment clauses that stop employees discussing their pay, and such clauses are now unenforceable. Enforcing a prohibited pay-secrecy clause can be treated as an administrative offence, with fines of up to CZK 400,000.

When would gender pay gap reporting start in Czechia?

Under the pending proposal, reporting would start at employers with 100 or more employees. Proposed first reporting dates are 2028 for larger employers and 2031 for employers with 100 to 149 employees, but these dates are not yet law.

Will Czech employers have to disclose salary ranges to candidates?

That requirement is part of the proposed transposition, not current law. If enacted as proposed, employers would need to share the pay range for a role with candidates in advance, and would also be barred from asking about salary history.

Which authorities oversee pay transparency in Czechia?

The Ministry of Labour and Social Affairs and the State Labour Inspection Office are the competent authorities, with the Public Defender of Rights acting as the equality body. Their current enforcement role covers the pay-secrecy ban, since the wider rules are still proposed.

Author

Julius Aho

Co-founder, CTO

Julius Aho is the co-founder and CTO of Evenpay. At Evenpay he is responsible for product, engineering and AI, building the tools that make fair pay the default.