Client Alerts
Pay transparency in Slovenia: upcoming obligations and impact on employers
The EU Pay Transparency Directive (Directive (EU) 2023/970) introduces new obligations for employers in the areas of pay setting, transparency and reporting. The Directive aims to ensure equal pay for equal work or work of equal value and to reduce the gender pay gap.
EU Member States are required to transpose the Directive into national legislation by 7 June 2026. In Slovenia, however, no official draft implementing legislation has yet been published. Nevertheless, it is already apparent that the new rules will require significant adjustments to existing pay systems and HR practices. Employers are therefore well advised to begin preparing at this stage.
Key changes introduced by the Directive
| Area | What is introduced? | Impact on employers |
| Recruitment | Disclosure of the starting pay or pay range to candidates and an explicit prohibition on asking about previous pay. | Review and adjustment of recruitment processes, job advertisements and communication with candidates. |
| Employees’ right to information | Right of employees to obtain information on their individual pay and on average pay levels for comparable work, broken down by gender. | Establishment of systems for the collection, processing and provision of pay data. |
| Job evaluation | Requirement to apply objective criteria when determining the value of work, including knowledge and skills, effort, responsibility, working conditions and other factors. | Implementation or refinement of job architecture and systematic job comparability. |
| Gender pay-gap reporting | Periodic reporting obligations, depending on employer size, based on multiple indicators such as median pay levels. | Development of analytical HR processes and reporting frameworks, together with increased potential for public scrutiny. |
| Elimination of pay differences | Mandatory corrective measures where pay differences cannot be objectively justified and joint pay assessments where the gap exceeds 5 %. | Active management of pay differences and cooperation with employee representatives. |
| Legal protection and burden of proof | Reversal of the burden of proof, wider access to evidence and exposure to claims for pay differences. | Increased litigation risk and the need for robust and consistent documentation. |
| Sanctions | Fines and other sanctions such as exclusion from public procurement procedures, as determined by national legislation. | Potential financial exposure and adverse business consequences in cases of non-compliance. |
Wolf Theiss closely monitors legislative developments and the transposition of the Pay Transparency Directive into Slovenian law. We assist employers in preparing for the upcoming changes, in particular through the review and update of job classification systems, the development of clear and objective criteria for determining pay and career progression, the preparation of internal pay transparency guidelines and the training of HR teams and management to ensure effective implementation. Together with colleagues across the CEE/SEE region, we also organise client workshops and regularly exchange best practices gained from local and cross-border projects. Many of the challenges faced by employers are comparable across jurisdictions, particularly within the same industry sectors.
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Direktiva EU o preglednosti plačil:
Prihajajoče obveznosti in vpliv na delodajalce v Sloveniji
Evropska direktiva o preglednosti plačil (Direktiva (EU) 2023/970) uvaja nove obveznosti za delodajalce na področju določanja plačil, preglednosti in poročanja. Njen cilj je zagotoviti enako plačilo za enako delo ali delo enake vrednosti ter zmanjšati plačilno vrzel med spoloma.
Države članice morajo Direktivo prenesti v nacionalno zakonodajo najpozneje do 7. junija 2026, pri čemer v Sloveniji še ni na voljo uradnega osnutka zakonodaje za prenos. Kljub temu je že zdaj jasno, da bodo nova pravila zahtevala pomembne prilagoditve plačnih sistemov in kadrovskih praks, zato je smiselno, da delodajalci s pripravami začnejo že v tej fazi.
Ključne spremembe, ki jih prinaša Direktiva
| Področje | Kaj se uvaja? | Kaj to pomeni za delodajalca? |
| Zaposlovanje | Razkritje začetnega plačila ali plačnega razpona kandidatom; izrecna prepoved vprašanj o prejšnjem plačilu. | Prilagoditev zaposlitvenih postopkov, oglasov in komunikacije s kandidati. |
| Dostop delavcev do informacij | Pravica delavcev do informacij o lastnem plačilu in povprečnih plačilih za primerljiva dela (po spolu). | Vzpostavitev sistema za zbiranje, obdelavo in posredovanje teh podatkov. |
| Vrednotenje delovnih mest | Uvedba objektivnih kriterijev za določanje vrednosti dela (znanje in spretnosti, odgovornost, trud, delovni pogoji, drugi dejavniki). | Potreba po sistematični primerljivosti delovnih mest (arhitekturi delovnih mest). |
| Poročanje o plačilni vrzeli | Periodično poročanje (odvisno od velikosti delodajalca) z več kazalniki (npr. mediane plačil). | Vzpostavitev analitičnih kadrovskih procesov in poročanja ter potencialna javna izpostavljenost. |
| Odprava razlik v plačilu | Obvezni korektivni ukrepi, če razlike niso objektivno utemeljene; skupna ocena plačil pri vrzeli več kot 5 %. | Aktivno upravljanje razlik v plačilu in sodelovanje z delavskimi predstavniki. |
| Pravno varstvo in dokazovanje | Obrnjeno dokazno breme, širši dostop do dokazov, izrecno določena pravica do povračila razlik v plačilu in druge nastale škode. | Povečano tveganje sporov in potreba po dosledni dokumentaciji. |
| Sankcije | Globe in druge sankcije (npr. izključitev iz javnih razpisov), določene z lokalno zakonodajo. | Finančni in poslovni vpliv ob neskladnosti. |
Pozorno spremljamo razvoj zakonodaje in prenos Direktive v slovenski pravni red ter delodajalcem pomagamo pri pripravi na prihajajoče spremembe. Pri tem podpiramo delodajalce zlasti pri pregledu in posodobitvi sistemizacije delovnih mest, vzpostavitvi jasnih in objektivnih meril za določanje plačil in napredovanj, pripravi internih smernic glede transparentnosti plačil ter pri usposabljanju kadrovskih služb in vodstva za učinkovito implementacijo novih zahtev. S sodelavci iz CEE/SEE regije za stranke pripravljamo delavnice in si mesečno izmenjujemo najboljše prakse in pristope pri izvedbi lokalnih in čezmejnih projektov. Številni izzivi, s katerimi se srečujejo naše stranke v vlogi delodajalcev, so v določeni meri primerljivi, zlasti znotraj posameznih industrijskih sektorjev.
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