On 24 December 2025, the first stage of implementation of the Pay Transparency Directive will take place insofar as it pertains to the recruitment process. This will be accomplished through an amendment to the Labour Code.

The amendment is to introduce two main obligations:

A.         Information obligation

The employer will have to inform job applicants of the pay being offered. The pay is understood broadly as the base salary and all bonuses and additions applicable at the job position that the applicant is applying for.

The information about the pay includes also the information on applicable provisions of a collective labour agreement, remuneration regulations and other salary policies relating to the pay earned at the job position that the applicant is applying for.

The job applicant does not need to be advised of the entire contents of the above remuneration-related documents.

The above information should be provided in a job offer announcement or prior to an interview during which the pay is going to be discussed for the first time. The initial pay or a pay range accommodating the pay being offered should be communicated.

The information about the pay and applicable salary provisions should be provided in writing or electronically as early as to enable the job applicant to learn the information.

B.         Obligation to use gender-neutral job titles and to conduct recruitment in a non-discriminatory manner

It will be unlawful to phrase job offer announcements in such a manner as to suggest any preferences for gender, age or other characteristics that are not directly related to performance of a given work.