From 1 January 2027, every employer in the Czech Republic must have a written pay system.

Example: a company with 45 employees and 19 job titles needs an estimated 65 hours of work to build job groups, justifications, the internal regulation, the figures and templates (≈ CZK 35,000 of internal time, ≈ CZK 128,000 externally) plus ≈ 10 hours a year. Assumptions and sources: How we count.

• § 109a of the Labour Code

  Internal regulation on the pay system

  Purpose, components, how pay is set and a catalogue of job groups with justification for each criterion.

  Sample Company Ltd.

  Internal Regulation on the Pay System

  This internal regulation sets out how the employer pays its employees: the form, components and grading of pay and the division of jobs into groups by their value arising from complexity, responsibility and demands (§ 109a of the Labour Code).

  RankJob groupJobsWhy it sits here

  01Operations management2

  responsibility for operational results and people

  02Finance and accounting2

  high complexity, responsibility for accuracy of reporting

  03Technicians and diagnostics3

  professional qualification, independent decisions

  04Sales and customer care3

  responsibility for orders, mental load

  05Warehouse and logistics3

  physical demands, responsibility for goods

  06Administration and reception3

  medium complexity, customer contact

  07Auxiliary and cleaning work3

  lower complexity, physical demands

  Documents issued, fingerprint recorded

  a91f…3c07

  Show sample

• § 37i of the Labour Inspection Act · § 287a of the Labour Code

  Figures by job group

  Averages by gender, hourly pay, the 5 % threshold, pay bands — with a note on what they are measured on.

  GroupW / MØ womenØ menGapBand

  Technicians and diagnostics1 / 9insufficient sample312–378

  Sales and customer care5 / 32863015.0%268–322

  Warehouse and logistics2 / 6insufficient sample231–274

  Administration and reception5 / 1insufficient sample224–259

  Auxiliary and cleaning work3 / 2insufficient sample198–221

  Sample data. Gap measured in gross hourly pay for work within the job group; groups below the sample threshold show no figure.

• § 30(3) of the Labour Code

  Pay ranges for job advertisements

  The minimum for each job group and the basis it comes from.

• § 306b of the Labour Code

  Reply to an employee

  One letter per job group — including groups where no figure can be given, with the reason why.

• Management summary

  Findings, three remedy scenarios and what each costs.

• Evidence pack

  Who decided what and when. A content fingerprint that can be verified at any time. No individual salaries.

Every document is a draft you adopt as your own. The legal act is its adoption, not its generation.

• up to 49 employees

  We prepare a quote tailored to your company.

  • Job groups with justification
  • Internal pay-system regulation
  • Pay ranges for job ads
  • Employee replies
  • Evidence pack
  Request a quote

• 50–149 employees

  We prepare a quote tailored to your company.

  • Everything in the smaller tier
  • Figures by job group and the 5 % test
  • Pay bands and remedy scenarios
  • Management summary
  • Hiring record for every offer
  Request a quote

• 150 or more employees

  We prepare a quote tailored to your company.

  • Everything in the middle tier
  • Inputs for the job-group pay report (from 2028)
  • Inputs for the pay assessment
  • Annual update
  Request a quote

The price list follows the pilot. Want it among the first? Write to us at jakub@ekvio.cz.

• The law is not in force yet. Why deal with it now?

  The Government approved the amendment on 31 August 2026 and it now awaits the Chamber of Deputies; the proposed effective date is 1 January 2027 with no transition period. Job groups, their justification and the internal regulation cannot be put together in the last week of December — it is work with data and decisions someone in the company has to make and sign. If the date slips, you lose nothing: a pay system is a description of how you pay, and that is useful with or without the law. We track the current status on the Law status page.

• What if a gap between women and men shows up?

  Then you will see it before anyone else — together with the job group it sits in, what it is measured on and what closing it would cost in three scenarios. Most companies come out clean within individual groups; what matters is that whatever the result, you have job groups, justifications and a trail of decisions, which is what the law asks for. A company without a system carries the burden of proof in a dispute (§ 133a(5) of the Civil Procedure Code) — a company with a system and a small gap is better placed than one with no documentation.

• Do we have to send you employee names and salaries?

  We do not want names, personal ID numbers or any other direct identifiers. We need a payroll export without names: job title, gender, pay for work, paid hours worked, experience and region. If the export contains columns we do not need (e.g. sick leave, union dues), we discard them and list what we discarded. We always sign a data processing agreement before any data is handed over. Data is deleted once you take over the outputs, within 30 days at the latest.

• What exactly goes into the “AI”?

  The language model receives only the list of job titles and the names and descriptions of job groups. No pay figure, no gender and no personal identifier leaves our database. The model proposes which jobs belong together, proposes a rating against the three criteria and writes the justifications — all as proposals you confirm. The model computes no number: averages, hourly pay, the threshold, bands and scenarios are computed by deterministic code, and code, not the model, places the numbers into the documents.

• Do you replace a lawyer?

  No. We deliver supporting documents and an evidence trail; responsibility for pay remains with the employer. We do not provide legal services and we do not guarantee legal compliance — every document is a draft you adopt as your own, and the legal act is its adoption, not its generation. If pay is governed by a collective agreement or you are in a dispute, we recommend reviewing the documents with a lawyer. Everything we do not produce is listed on the page What we do not claim.

• What if Parliament changes the law?

  We expect it. Everything that derives from the law — criteria, thresholds, deadlines, penalties — lives in one place and we check the status of the amendment twice a month. Pilot companies receive an e-mail about what changes for them, and we update their documents. The methodology is built on the three statutory criteria (complexity, responsibility, demands) with sub-criteria, so a change of criteria can be reflected without rebuilding the outputs.

• We have 18 people. Does this apply to us?

  Yes. Under the draft, the duty to have a written pay system with job groups (§ 109a) applies to every employer regardless of size, as do the applicant information duties (§ 30) and, from 2028, the reply to an employee's request (§ 306b). What does not apply to you is the pay-gap report to the Ministry. Only employers with 150 or more annual work units (100 or more from 2031) file it — size is counted in work units, not headcount.

• We use the Ministry's job-value calculator (KaHoP). Isn't that enough?

  The Ministry's calculator is a good start: it gives you job groups in a spreadsheet. It does not give you the internal regulation, justifications for the groups, employee replies or a trail of decisions. It assesses four areas; the law has three criteria and, according to the explanatory memorandum, working conditions are reflected within them — the only difference is the area “knowledge and skills”. If you have filled it in, we will show you where your grouping differs and why — it is a useful input, not a competitor.

• Is a salary survey or benchmark enough for us?

  Not for § 109a. The law lists the criteria of the value of work exhaustively — complexity, responsibility, demands — and the explanatory memorandum expressly says the market rate of work may not be used as a criterion. A survey helps you set the level of pay, but job groups by value and the internal regulation do not come out of it.

• How long does it take?

  Your work is decisions, not spreadsheets: confirming job groups, answering a few borderline questions and closing the evaluation. Hours, not weeks. The run itself, from uploading data to documents, takes minutes; the whole process including preparing the export and handover is a matter of days. We will publish exact times after the pilot — we do not want to promise what we have not measured.

• The state says we can do it in a few hours. Why does yours come out higher?

  The explanatory memorandum assumes 5 to 19 hours to create the pay system and the benefits system. That is an estimate for writing the documents. Our calculator also counts what it leaves out: the justification of each job group, replies to employees under § 306b every year and the trail you can show at an inspection. If you do not need that, go by the state's estimate.

• Where is the data stored?

  Payroll rows are stored in our database, separated per company at the database level, and deleted once you take over the outputs, within 30 days at the latest. The language model receives only job titles and group descriptions. The target infrastructure is European; the exact list of providers (sub-processors) will be published on the Security page before live operation. Whether personal data is transferred to a third country is assessed in the data processing agreement — it is our assessment, not a guarantee.