Your remuneration partner
From 1 January 2027, every employer in the Czech Republic must have a written remuneration system.
We prepare it from the payroll export you already have: job groups, an internal regulation, remuneration differences by job group and a record of every decision. This applies to every company, whatever its headcount.
What is changing
1 January 2027
A remuneration system and job groups ranked by value of work (§ 109a).
1 January 2028
Employees' right to know the average pay in their job group, by gender (§ 306b).
Fines of up to CZK 1,000,000. In an equal-pay dispute, the employer must show how it sets remuneration (§ 133a(7) of the Civil Procedure Code).
Overview of obligations and the amendment's statusBased on the Government bill (parliamentary print 300/0, circulated 8 Sep 2026). The law is not yet in force and the text may change in the Chamber of Deputies.
- Built on the three statutory criteria of job value
- The language model never sees salaries
- Every decision is recorded
- Our method is published
How it works
See how it works
Ekvio prepares a proposal, you confirm it, code does the calculations and every decision is recorded.
- You
- You upload last year's export and a current snapshot from your payroll system, confirm which column is which and answer three questions the data cannot answer.
- Ekvio
- Keeps only the columns it needs. Anything else, such as names, personal ID numbers, sick leave or union dues, is removed and listed.
- Outcome
- Loaded data, a list of removed columns and the first entry in the decision record.
- You
- You review the proposed groups and rename, merge or move them. Every change is recorded.
- Ekvio
- Proposes which job titles belong together. The language model works only with job titles; it never sees pay, gender or names.
- Outcome
- Job groups that fit your company.
- You
- You assess the proposal against the three statutory criteria and settle the borderline cases. You lock the ratings before you see any figures.
- Ekvio
- Proposes a rating and drafts the justification. It flags groups that look similar but differ.
- Outcome
- Groups ranked by value of work with written justification, locked and signed off with a date.
- You
- You choose which gaps to close and see what it costs and which groups remain above the 5% threshold.
- Ekvio
- Calculates averages by group and gender, hourly pay, pay bands and three scenarios for closing gaps. Where a group has few people, it gives an explanation instead of a figure, so that nobody's pay can be inferred.
- Outcome
- Figures for the documents, each with a note on how it was calculated.
- You
- You review and sign, and the documents can be used straight away.
- Ekvio
- Assembles the internal regulation, pay ranges for job advertisements, responses for employees, a management summary and hiring records. The whole pack carries a checksum, so you can check at any time that nothing has changed.
- Outcome
- Documents for your company to adopt and a record of decisions without individual salaries.
Ekvio prepares the proposals; the decisions are yours, and each one is recorded.
See it with my company's dataA full run takes minutes. You make the decisions and Ekvio handles the spreadsheets.
Calculator
What it costs to do it in-house
Not sure? Use our estimate.
≈ 65hours
of work nobody in the company does today
≈ 35,000CZK
of staff time
(or ≈ CZK 128,000 externally)
+ ≈ 10hours a year
with every change in the law or a new job title
The explanatory memorandum estimates 5–19 hours per employer to create the system. Our estimate also covers the justification of each group, responses for employees and the record of decisions, which is why it comes out higher.
on your own: 65 h
with us: ≈ 3 h of your time
- Job inventory: unify titles, collect job descriptions9.5
- Evaluate every job against the three criteria and build job groups18.25
- Written justification for each group8
- Drafting the internal regulation (§ 109a) and benefits system (§ 306a)12
- Calculations: averages by group and gender, hourly pay, 5% test, pay bands8.5
- Employee reply templates (§ 306b), one per group4
- Applicant pay information and record (§ 30), per hire per year3.5
For comparison: the fine for a missing remuneration system is up to CZK 1,000,000 (under the draft).
Would you like the breakdown by e-mail, or to discuss your figures? Contact us at info@ekvio.cz.
What we offer
§ 109a of the Labour Code
Internal regulation on the remuneration system
Purpose, pay components, how pay is set and a catalogue of job groups with a justification for each criterion.
§ 37i of the Labour Inspection Act · § 287a of the Labour Code
Remuneration differences by job group
Averages by gender, hourly pay, the 5% threshold and pay bands, each with a note on how it was calculated.
§ 30(3) of the Labour Code
Pay ranges for job advertisements
The minimum pay for each job group, and how it was set.
§ 306b of the Labour Code
Response for employees
A statement for each job group, including groups where no figure can be given, together with the reason.
Management summary
Findings, three scenarios for closing gaps and what each would cost.
Evidence pack
Who decided what and when, with a checksum so the documents can be verified at any time. No individual salaries.
Remuneration is a year-round task. We stay with you.
Ekvio knows your job groups, your figures and the amendment, and is there whenever something changes.
Start
Job groups, the regulation and the figures, set up together.
A new hire
You know the pay range for the role's job group.
Pay changes
We carry the change through to the groups and the figures.
An employee asks
Your response is ready.
New regulations
We work it into the regulation.
Year end
A review of differences by job group, and a starting point for next year.
How we handle your data
- The language model never sees salaries.It works only with job titles. All figures are calculated by code.
- Every decision is recorded.Who confirmed what and when. The record cannot be edited or deleted, and at the end it is yours to keep.
- Individual pay stays private.Where a group has few people, we give an explanation instead of a figure, so that nobody's pay can be inferred.
- Everything in one place.Documents, figures and the history of decisions are available whenever you need them.
Frequently asked questions
What companies ask most often
The law is not in force yet. Why deal with it now?
Job groups and the regulation cannot be put together in the last week of December.
We have 18 people. Does this apply to us?
Yes. The duty applies to every employer regardless of size.
What if there is a pay gap between women and men?
You will see it before anyone else, along with what closing it would cost.
Pilot programme
Be among the first.
You go through the whole process with your own data and receive the complete set of documents. By January 2027 you will know how your company sets pay and what the amendment means for you.
The pilot starts in October 2026. Would you like to be among the first companies to prepare their remuneration system with us? Contact us and we will show you how it would work with your data.
Contact us at info@ekvio.cz