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.