{"id":2139,"date":"2026-05-27T16:33:08","date_gmt":"2026-05-27T14:33:08","guid":{"rendered":"https:\/\/www.aliancia.sk\/?p=2137"},"modified":"2026-06-16T08:05:33","modified_gmt":"2026-06-16T06:05:33","slug":"ake-vyhody-a-naroky-pre-zamestnanca-prinasa-novy-zakon-o-odmenovani-2","status":"publish","type":"post","link":"https:\/\/www.aliancia.sk\/en\/ake-vyhody-a-naroky-pre-zamestnanca-prinasa-novy-zakon-o-odmenovani-2","title":{"rendered":"What benefits and demands does the new remuneration law bring for employees?"},"content":{"rendered":"

Z\u00e1kon\no rovnakom odme\u0148ovan\u00ed v\u00fdrazne posil\u0148uje postavenie zamestnancov pri\nkontrole spravodlivosti ich odme\u0148ovania a kontrole mzdov\u00fdch rozdielov mu\u017eov a\n\u017eien. Nov\u00e1 legislat\u00edva odstra\u0148uje doteraj\u0161iu informa\u010dn\u00fa asymetriu, kedy\nzamestnanci \u010dasto nemali pr\u00edstup k \u00fadajom o \u00farovniach odmien svojich kolegov,\n\u010do im prakticky znemo\u017e\u0148ovalo identifikova\u0165 diskrimina\u010dn\u00e9 praktiky a efekt\u00edvne\nsa br\u00e1ni\u0165. Pr\u00e1vo na inform\u00e1cie o odmen\u00e1ch po novom patr\u00ed v\u0161etk\u00fdm zamestnancom\nbez oh\u013eadu na ve\u013ekos\u0165 ich zamestn\u00e1vate\u013ea, \u010d\u00edm sa st\u00e1va univerz\u00e1lnym n\u00e1strojom\nna zabezpe\u010denie mzdovej spravodlivosti. Zamestnanci tak z\u00edskavaj\u00fa re\u00e1lnu moc\nkontrolova\u0165, \u010di ich odmena skuto\u010dne zodpoved\u00e1 hodnote vykon\u00e1vanej pr\u00e1ce a \u010di s\u00fa\nuplat\u0148ovan\u00e9 krit\u00e9ri\u00e1 odme\u0148ovania objekt\u00edvne a rodovo neutr\u00e1lne<\/p>\n\n\n\n

Zamestnanec\nm\u00f4\u017ee p\u00edsomne po\u017eiada\u0165 o:<\/p>\n\n\n\n

  1. Inform\u00e1ciu o\nvlastnej \u00farovni odmeny<\/strong>.<\/li>
  2. \u00dadaje o\npriemernej \u00farovni odmien<\/strong> kolegov\nvykon\u00e1vaj\u00facich pr\u00e1cu rovnakej hodnoty, rozdelen\u00fdch pod\u013ea pohlavia.<\/li>
  3. Dodato\u010dn\u00e9 a\nod\u00f4vodnen\u00e9 vysvetlenie<\/strong> k poskytnut\u00fdm\n\u00fadajom, na ktor\u00e9 mus\u00ed zamestn\u00e1vate\u013e odpoveda\u0165 do 30 dn\u00ed.<\/li><\/ol>\n\n\n\n

    K\u013e\u00fa\u010dovou\nv\u00fdhodou je z\u00e1kaz mzdov\u00e9ho tajomstva<\/strong> \u2013 dolo\u017eka ml\u010danlivosti o vlastnej\nmzde je od j\u00fana 2026 neplatn\u00e9<\/strong>. To znamen\u00e1, \u017ee o plate sa u\u017e\nkolegovia bud\u00fa m\u00f4c\u0165 rozpr\u00e1va\u0165 otvorene.<\/p>\n\n\n\n

    Nezabudnite na nov\u00fd a d\u00f4le\u017eit\u00fd\nrozdiel medzi mzdou a odmenou <\/h3>\n\n\n\n

    Finally, here is one more important piece of information that may be key for many. This time, the legislator has left nothing to chance, and the difference in remuneration will not be derived from wages but from reward. Reward includes the basic component of wages, the minimum wage, as well as additional components that the employer provides at their discretion. This will make it impossible to pretend externally that employees of the same category have the same gross wage and to camouflage differences with additional components. The penalties are high, which is precisely why a well-established remuneration system is necessary. Do not forget that the system is uncompromising: reversed burden of proof, retroactive payment of the difference in reward, and penalties. You will learn more in our article provided below:<\/p>\n\n\n\n

    \n
    The New Equal Pay Act 2026: Pay Audit \u2013 Rule 5 %<\/a><\/blockquote>