{"id":2135,"date":"2026-05-18T14:19:03","date_gmt":"2026-05-18T12:19:03","guid":{"rendered":"https:\/\/www.aliancia.sk\/?p=2085"},"modified":"2026-06-16T08:15:26","modified_gmt":"2026-06-16T06:15:26","slug":"novy-zakon-o-rovnakom-odmenovani-2026-mzdovy-audit-pravidlo-5-2","status":"publish","type":"post","link":"https:\/\/www.aliancia.sk\/en\/novy-zakon-o-rovnakom-odmenovani-2026-mzdovy-audit-pravidlo-5-2","title":{"rendered":"Nov\u00fd z\u00e1kon o rovnakom odme\u0148ovan\u00ed 2026: Mzdov\u00fd audit – pravidlo 5 %"},"content":{"rendered":"

Slovensk\u00fd pracovn\u00fd trh \u010dak\u00e1 od 7. j\u00fana 2026<\/strong> z\u00e1sadn\u00e1 legislat\u00edvna zmena v podobe z\u00e1kona o rovnakom odme\u0148ovan\u00ed mu\u017eov a \u017eien (\u010falej len \u201cZ\u00e1kon\u201d)<\/strong>. Tento z\u00e1kon transponuje eur\u00f3psku smernicu 2023\/970 a reaguje na fakt, \u017ee Slovensko patr\u00ed medzi krajiny s najvy\u0161\u0161\u00edmi rozdielmi v odme\u0148ovan\u00ed v E\u00da<\/strong>. Cie\u013eom je nahradi\u0165 neposta\u010duj\u00facu pr\u00e1vnu \u00fapravu funk\u010dn\u00fdm syst\u00e9mom mzdovej transparentnosti a efekt\u00edvnym vym\u00e1han\u00edm pr\u00e1v. <\/p>\n\n\n\n

Nesmieme opomen\u00fa\u0165, \u017ee ka\u017ed\u00e1 \u201cminca\u201d m\u00e1 dve\nstrany \u010do je aj pr\u00edpad nov\u00e9ho Z\u00e1kona. Na jednej strane umo\u017en\u00ed zamestnancom\ndozvedie\u0165 sa pre\u010do maj\u00fa kolegovia rozdielny plat a pr\u00edpadne dosiahnu\u0165 pre seba\nrovnako v\u00fdhodn\u00e9 platov\u00e9 podmienky. Odstr\u00e1ni sa neobjekt\u00edvna svojv\u00f4\u013ea v\nodme\u0148ovan\u00ed za rovnak\u00fa pr\u00e1cu. Na strane druhej sa vytvor\u00ed byrokratick\u00e1 z\u00e1\u0165a\u017e pre\nzamestn\u00e1vate\u013eov, ktor\u00ed u\u017e aj v s\u00fa\u010dasnosti maj\u00fa dostatok byrokracie a s \u0148ou\nspojen\u00fdch n\u00e1kladov. \u010ci je toto krok spr\u00e1vnym smerom uk\u00e1\u017ee a\u017e \u010das. <\/p>\n\n\n\n

Ak\u00e9 zmeny prin\u00e1\u0161a nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed a ak\u00e9 povinnosti \u010dakaj\u00fa zamestn\u00e1vate\u013eov po novom?<\/h2>\n\n\n\n

Nov\u00fdm z\u00e1konom sa kon\u010d\u00ed odme\u0148ovanie \u201eod oka\u201c pod\u013ea toho, ktor\u00fd zamestnanec je sympatickej\u0161\u00ed. Z\u00e1kon o odme\u0148ovan\u00ed po novom zav\u00e1dza povinn\u00e9 faktory hodnotenia pr\u00e1ce t. zn. po\u017eiadavky alebo pravidl\u00e1, pod ktor\u00e9 bude musie\u0165 zamestn\u00e1vate\u013e svoje rozhodnutie subsumova\u0165 a len na z\u00e1klade nich bude mo\u017en\u00e9 zd\u00f4vodni\u0165 pre\u010do m\u00e1 jeden zamestnanec mzdu vy\u0161\u0161iu a druh\u00fd ni\u017e\u0161iu. <\/p>\n\n\n\n

Povinnosti zamestn\u00e1vate\u013eov po novom:<\/h2>\n\n\n\n

I. Zavies\u0165 transparentn\u00e9 mzdov\u00e9 \u0161trukt\u00fary:<\/strong> Do 31. j\u00fala 2026<\/strong> musia ma\u0165 firmy syst\u00e9m zalo\u017een\u00fd na objekt\u00edvnych a rodovo neutr\u00e1lne krit\u00e9ria odme\u0148ovania, ktor\u00fd m\u00e1 by\u0165 z\u00e1kladom pre spravodliv\u00e9 a nediskrimina\u010dn\u00e9 odme\u0148ovanie. Tak\u00e9to odme\u0148ovanie mus\u00ed by\u0165 zalo\u017een\u00e9 \u0161tyroch povinn\u00fdch faktoroch: <\/p>\n\n\n\n

  1. zlo\u017eitos\u0165, <\/strong><\/li>
  2. zodpovednos\u0165, <\/strong><\/li>
  3. nam\u00e1havos\u0165,<\/strong><\/li>
  4. pracovn\u00e9 podmienky<\/strong>. <\/li><\/ol>\n\n\n\n

    <\/p>\n\n\n\n

    Novinkou je povinnos\u0165 zoh\u013ead\u0148ova\u0165 aj m\u00e4kk\u00e9\nzru\u010dnosti v mzdovej \u0161trukt\u00fare<\/strong>, ako s\u00fa soci\u00e1lne a komunika\u010dn\u00e9 schopnosti.<\/p>\n\n\n\n

    II. Upravi\u0165 n\u00e1borov\u00fd proces:<\/strong> Inzer\u00e1ty musia by\u0165 rodovo neutr\u00e1lne a uv\u00e1dza\u0165 n\u00e1stupn\u00fa mzdu alebo jej rozp\u00e4tie<\/strong>. Zamestn\u00e1vate\u013e sa po novom nesmie p\u00fdta\u0165 uch\u00e1dza\u010dov na ich predch\u00e1dzaj\u00faci plat<\/strong> \u2013 nov\u00fd z\u00e1kon zav\u00e1dza z\u00e1kaz ot\u00e1zok na predch\u00e1dzaj\u00faci plat !<\/p>\n\n\n\n

    III. Pravidelne reportova\u0165:<\/strong> Firmy s 100 a viac zamestnancami <\/strong>bud\u00fa musie\u0165 predklada\u0165 Ministerstvu pr\u00e1ce, soci\u00e1lnych vec\u00ed a rodiny SR spr\u00e1vu o odme\u0148ovan\u00ed ka\u017ed\u00e9 3 roky.<\/p>\n\n\n\n

    IV. Informova\u0165 zamestnancov:<\/strong> Zamestn\u00e1vate\u013e mus\u00ed raz ro\u010dne akt\u00edvne informova\u0165 zamestnancov o ich pr\u00e1ve na mzdov\u00e9 inform\u00e1cie a o postupe, ako ho uplatni\u0165.<\/p>\n\n\n\n

    Ak\u00e9 v\u00fdhody a\nn\u00e1roky pre zamestnanca prin\u00e1\u0161a nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed?<\/h3>\n\n\n\n

    Z\u00e1kon v\u00fdrazne posil\u0148uje postavenie zamestnancov\npri kontrole spravodlivosti ich odme\u0148ovania a kontrole mzdov\u00fdch rozdielov mu\u017eov\na \u017eien.<\/p>\n\n\n\n

     An employee can request in writing:<\/p>\n\n\n\n

    • Inform\u00e1ciu o vlastnej \u00farovni odmeny<\/strong>.<\/li>
    • \u00dadaje o priemernej \u00farovni odmien<\/strong> kolegov vykon\u00e1vaj\u00facich pr\u00e1cu rovnakej hodnoty, rozdelen\u00fdch pod\u013ea pohlavia.<\/li>
    • Dodato\u010dn\u00e9 a od\u00f4vodnen\u00e9 vysvetlenie<\/strong> k poskytnut\u00fdm \u00fadajom, na ktor\u00e9 mus\u00ed zamestn\u00e1vate\u013e odpoveda\u0165 do 30 dn\u00ed.<\/li><\/ul>\n\n\n\n

      K\u013e\u00fa\u010dovou v\u00fdhodou je z\u00e1kaz mzdov\u00e9ho tajomstva<\/strong> \u2013 dolo\u017eka ml\u010danlivosti o vlastnej mzde je od j\u00fana 2026 neplatn\u00e1<\/strong>. To znamen\u00e1, \u017ee o plate sa u\u017e kolegovia bud\u00fa m\u00f4c\u0165 rozpr\u00e1va\u0165 otvorene.<\/p>\n\n\n\n

      Mzdov\u00fd audit a\npravidlo 5 %<\/h3>\n\n\n\n

      V nadv\u00e4znosti na nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed predstavuje pravidlo 5 %<\/strong> k\u013e\u00fa\u010dov\u00fd kontroln\u00fd mechanizmus. Ak spr\u00e1va odhal\u00ed rozdiel v odme\u0148ovan\u00ed \u2265 5 %,<\/strong> ktor\u00fd zamestn\u00e1vate\u013e do 6 mesiacov neod\u00f4vodn\u00ed alebo neodstr\u00e1ni, mus\u00ed vykona\u0165 spolo\u010dn\u00e9 pos\u00fadenie odme\u0148ovania<\/strong> (audit) so z\u00e1stupcami zamestnancov. Ak vo firme nep\u00f4sobia odbory, zamestnanci si pre tento \u00fa\u010del zvolia svojich z\u00e1stupcov:<\/p>\n\n\n\n

      • Zamestn\u00e1vate\u013e\nm\u00e1 6 mesiacov<\/strong> na to, aby tento rozdiel objekt\u00edvne od\u00f4vodnil (napr.\npraxou, v\u00fdkonom) alebo ho odstr\u00e1nil<\/strong>.<\/li>
      • Ak tak neurob\u00ed,\nmus\u00ed vykona\u0165 spolo\u010dn\u00e9 pos\u00fadenie odme\u0148ovania<\/strong> v spolupr\u00e1ci so z\u00e1stupcami\nzamestnancov.<\/li>
      • Absencia\nz\u00e1stupcov:<\/strong> Ak vo firme\nnep\u00f4sobia odbory, zamestnanci si na tento \u00fa\u010del m\u00f4\u017eu zvoli\u0165 svojich z\u00e1stupcov<\/strong>,\nktor\u00fdm mus\u00ed zamestn\u00e1vate\u013e poskytn\u00fa\u0165 s\u00fa\u010dinnos\u0165. Ak si ich nezvolia, vykon\u00e1\npos\u00fadenie s\u00e1m.<\/li><\/ul>\n\n\n\n

        Ak\u00e9 sankcie a\npr\u00e1vne n\u00e1sledky prin\u00e1\u0161a nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed? <\/h3>\n\n\n\n

        Nedodr\u017eanie\nnov\u00fdch pravidiel z\u00e1kona o odme\u0148ovan\u00ed sa nevypl\u00e1ca a sankcie s\u00fa rozdelen\u00e9 pod\u013ea\nz\u00e1va\u017enosti:<\/p>\n\n\n\n

        • Pokuta za\nreporting:<\/strong> Za nepodanie\nspr\u00e1vy o odme\u0148ovan\u00ed v dodato\u010dnej lehote hroz\u00ed pokuta od 4 000 eur do 8 000 eur<\/strong>.<\/li>
        • Pokuta od\nin\u0161pekcie pr\u00e1ce:<\/strong> Za in\u00e9\nporu\u0161enia (netransparentn\u00fd n\u00e1bor, diskrimin\u00e1cia) hroz\u00ed pokuta a\u017e do 100 000 eur<\/strong>.<\/li>
        • Obr\u00e1ten\u00e9\nd\u00f4kazn\u00e9 bremeno:<\/strong> Ak\nzamestn\u00e1vate\u013e poru\u0161\u00ed pravidl\u00e1 transparentnosti, v pr\u00edpadnom s\u00fadnom spore mus\u00ed\non dok\u00e1za\u0165, \u017ee k diskrimin\u00e1cii nedo\u0161lo<\/strong>.<\/li>
        • Pr\u00e1vo na\nn\u00e1hradu:<\/strong> Zamestnanci sa\nm\u00f4\u017eu dom\u00e1ha\u0165 doplatenia rozdielu v mzde, n\u00e1hrady za straten\u00e9 pr\u00edle\u017eitosti a nemajetkovej\nujmy v peniazoch<\/strong>.<\/li><\/ul>\n\n\n\n

          Najd\u00f4le\u017eitej\u0161ie\nd\u00e1tumy, ktor\u00fd prin\u00e1\u0161a nov\u00fd z\u00e1kon o odme\u0148ovan\u00ed zamestn\u00e1vate\u013eom<\/h3>\n\n\n\n
          • 31. j\u00fal 2026:<\/strong> Povinnos\u0165 ma\u0165 zaveden\u00e9 transparentn\u00e9 mzdov\u00e9\n\u0161trukt\u00fary.<\/li>
          • 7. j\u00fan 2027:<\/strong> Prv\u00e1 spr\u00e1va pre firmy s 150 a viac<\/strong>\nzamestnancami.<\/li>
          • 7. j\u00fan 2031:<\/strong> Prv\u00e1 spr\u00e1va pre firmy s 100 \u2013 149<\/strong>\nzamestnancami.<\/li><\/ul>\n\n\n\n

            Ako v\u00e1m vieme\npom\u00f4c\u0165 my, ako advok\u00e1ti, aby ste splnili po\u017eiadavky nov\u00e9ho z\u00e1kona\no odme\u0148ovan\u00ed?<\/h3>\n\n\n\n

            Prechod\nna nov\u00fa legislat\u00edvu predstavuje komplexn\u00fa pr\u00e1vnu a administrat\u00edvnu v\u00fdzvu pre\nmnoh\u00e9 firmy. Na\u0161im klientom poskytujeme:<\/p>\n\n\n\n

            • Pr\u00e1vny audit\nodme\u0148ovania:<\/strong> Identifik\u00e1cia\nrizikov\u00fdch 5 % rozdielov a nastavenie ich objekt\u00edvnych od\u00f4vodnen\u00ed.<\/li>
            • Rev\u00edzia\ndokument\u00e1cie:<\/strong> \u00daprava\npracovn\u00fdch zml\u00fav, intern\u00fdch mzdov\u00fdch predpisov a GDPR z\u00e1znamov.<\/li>
            • Metodika a\nreporting:<\/strong> Pomoc pri\nkategoriz\u00e1cii poz\u00edci\u00ed pod\u013ea hodnoty pr\u00e1ce a vypracovan\u00ed spr\u00e1v pre ministerstvo.<\/li>
            • Zastupovanie v\nsporoch:<\/strong> Obrana\nzamestn\u00e1vate\u013ea pri kontrol\u00e1ch in\u0161pekcie pr\u00e1ce alebo \u017ealob\u00e1ch o n\u00e1hradu ujmy .<\/li><\/ul>\n\n\n\n

              Nov\u00fd z\u00e1kon\no odme\u0148ovan\u00ed – checklist zmien pre zamestn\u00e1vate\u013ea<\/h3>\n\n\n\n
              \n Kategoriz\u00e1cia pr\u00e1c:<\/strong> \n <\/td>\n M\u00e1te\n zamestnancov rozdelen\u00fdch do kateg\u00f3ri\u00ed pod\u013ea hodnoty pr\u00e1ce a nie len pod\u013ea\n n\u00e1zvu poz\u00edcie\n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n Mzdov\u00e1 \u0161trukt\u00fara:<\/strong>\n <\/td>\n S\u00fa\n va\u0161e mzdov\u00e9 krit\u00e9ri\u00e1 (zlo\u017eitos\u0165, zodpovednos\u0165 at\u010f.) spracovan\u00e9 p\u00edsomne a\n rodovo neutr\u00e1lne?\n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n  N\u00e1borov\u00fd\n audit<\/strong>\n <\/td>\n Obsahuj\u00fa\n va\u0161e inzer\u00e1ty n\u00e1stupn\u00fa mzdu a s\u00fa rodovo neutr\u00e1lne?\n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n  Pr\u00edprava\n HR:<\/strong>\n <\/td>\n S\u00fa\n personalisti pre\u0161kolen\u00ed, \u017ee sa nesm\u00fa p\u00fdta\u0165 na predch\u00e1dzaj\u00faci plat? \n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n Rev\u00edzia zml\u00fav:<\/strong> \n <\/td>\n Odstr\u00e1nili\n ste z pracovn\u00fdch zml\u00fav neplatn\u00e9 dolo\u017eky o ml\u010danlivosti o mzde?\n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n Transparentnos\u0165<\/strong>\n <\/td>\n M\u00e1te\n nastaven\u00fd intern\u00fd proces, ako odpoveda\u0165 na p\u00edsomn\u00e9 \u017eiadosti zamestnancov o\n mzdov\u00e9 \u00fadaje do 2 mesiacov? \n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr>
              \n  Reporting:<\/strong>\n \n <\/td>\n Viete,\n kedy presne pod\u00e1vate prv\u00fd report ministerstvu na z\u00e1klade po\u010dtu va\u0161ich\n zamestnancov? \n <\/td>\n  \n <\/td>\n  \n <\/td><\/tr><\/tbody><\/table>\n\n\n\n

              Praktick\u00e1 rada ku\nk\u013e\u00fa\u010dovej zmeny v odme\u0148ovan\u00ed <\/h3>\n\n\n\n

              Na z\u00e1ver e\u0161te jedna podstatn\u00e1 inform\u00e1cia, ktor\u00e1\nmo\u017eno bude pre mnoh\u00fdch k\u013e\u00fa\u010dov\u00e1. Z\u00e1konodarca tentokr\u00e1t nenechal ni\u010d na n\u00e1hodu a\nrozdiel v odme\u0148ovan\u00ed sa nebude odvodzova\u0165 zo mzdy ale z odmeny. Odmena v sebe zah\u0155\u0148a\nz\u00e1kladn\u00fa zlo\u017eku mzdy, minim\u00e1lne mzdu ale aj doplnkov\u00e9 zlo\u017eky, ktor\u00e9\nzamestn\u00e1vate\u013e poskytuje na z\u00e1klade svojho uv\u00e1\u017eenia. Nebude tak mo\u017en\u00e9 sa navonok\ntv\u00e1ri\u0165, \u017ee zamestnanci rovnakej kateg\u00f3rie maj\u00fa rovnak\u00fa hrub\u00fa mzdu a rozdiely\nkamuflova\u0165 za doplnkov\u00e9 zlo\u017eky. Sankcie s\u00fa vysok\u00e9 a pr\u00e1ve preto je potrebn\u00e9 ma\u0165\ndobre nastaven\u00fd syst\u00e9m odme\u0148ovania. Nezab\u00fadajte, \u017ee syst\u00e9m je nekompromisn\u00fd: obr\u00e1ten\u00e9\nd\u00f4kazn\u00e9 bremeno, sp\u00e4tn\u00e9 doplatenie rozdielu v odmene a sankcie.<\/p>","protected":false},"excerpt":{"rendered":"

              Slovensk\u00fd pracovn\u00fd trh \u010dak\u00e1 od 7. j\u00fana 2026 z\u00e1sadn\u00e1 legislat\u00edvna zmena v podobe z\u00e1kona o rovnakom odme\u0148ovan\u00ed mu\u017eov a \u017eien (\u010falej len \u201cZ\u00e1kon\u201d). Tento z\u00e1kon transponuje eur\u00f3psku smernicu 2023\/970 a reaguje na fakt, \u017ee Slovensko patr\u00ed medzi krajiny s najvy\u0161\u0161\u00edmi rozdielmi v odme\u0148ovan\u00ed v E\u00da. Cie\u013eom je nahradi\u0165 neposta\u010duj\u00facu pr\u00e1vnu \u00fapravu funk\u010dn\u00fdm syst\u00e9mom mzdovej transparentnosti […]<\/p>\n","protected":false},"author":2,"featured_media":2264,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[17],"tags":[83,84,85,38,86,39],"class_list":["post-2135","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sk","tag-novy-zakon","tag-plat","tag-praca","tag-zamestnanec","tag-zamestnanie","tag-zamestnavatel"],"_links":{"self":[{"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/posts\/2135","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/comments?post=2135"}],"version-history":[{"count":0,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/posts\/2135\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/media\/2264"}],"wp:attachment":[{"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/media?parent=2135"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/categories?post=2135"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.aliancia.sk\/en\/wp-json\/wp\/v2\/tags?post=2135"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}