Content:

Introduction to legislation and its significance for HR

• Why is the new law being introduced and what does it mean for the HR department?
• HR responsibility in the implementation process

Practical application of HR obligations under the law

• The principle of equal pay and its application
• Preparation and revision of employment contracts, internal guidelines, and collective agreements

Transparency of remuneration structures

• How to set objective and gender-neutral criteria for job evaluation
• Cooperation between HR and employee representatives in the creation of remuneration structures

Obligations when recruiting and informing applicants

• How to correctly formulate job offers (gender-neutral titles, disclosure of remuneration ranges)
• Preparing answers to applicants’ questions about wages and collective agreements
• Prohibition on inquiring about previous wages – adjustment of recruitment processes

Transparency in determining and increasing remuneration

• How HR ensures that criteria are made available to employees
• Obligations when increasing remuneration (when and to whom information is provided)

Employees’ right to information

• Setting up processes for handling requests for information on remuneration
• Obligation to inform employees annually about their rights

HR obligations in reporting

• Who, what, and when to report (depending on company size)
• Preparation of documentation for the Ministry of Labor and communication with employee representatives
• Data storage and access

Joint assessment of remuneration

• Procedure for identifying differences in remuneration (analysis, where to obtain source data, measures, cooperation with employee representatives)
• Preparation and implementation of measures to eliminate unjustified differences

Personal data protection

• Proper processing of remuneration data
• Who has access to sensitive data and how to ensure its protection

Right to compensation and shift of the burden of proof

• How HR handles employee complaints
• Employer’s documentation and evidence obligations

Inspection, sanctions, and transitional provisions

• How to prepare for an inspection by the labor inspectorate
• Overview of sanctions and deadlines for fulfilling obligations

Discussion and recommendations for practice

Questions from participants

For more information on this topic, see this article by lecturer Milina Schifferdeckerová.