Frequently asked questions
Answers to what companies ask most often. If your question is not here, contact us at info@ekvio.cz.
The Government approved the amendment on 31 August 2026 and it is now before 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 a series of decisions that someone in the company has to make and sign. If the date slips, you lose nothing: a remuneration system is a description of how you pay, and that is useful with or without the law. We track the current status on the Status of the amendment page.
You will see it before anyone else, together with the job group it is in, how it was calculated and what closing it would cost in three scenarios. Whatever the result, you will have job groups, their justification and a record of decisions, which is what the law requires, and a clear picture to base decisions on. In a dispute, a company without a system must show how it sets pay (§ 133a(7) of the Civil Procedure Code); a company with a system already has that evidence.
We do not need names, personal ID numbers or any other direct identifiers. We need a payroll export without names: job title, gender, pay, paid hours worked, experience and region. If the export contains columns we do not need (for example sick leave or union dues), we remove them and list what we removed. We always sign a data processing agreement before any data is handed over. The data is deleted once you have received the outputs, within 30 days at the latest.
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 suggests which jobs belong together, proposes a rating against the three criteria and drafts the justifications. All of these are proposals that you confirm. The model does no calculations: averages, hourly pay, the 5% threshold, pay bands and scenarios are calculated by standard program code, which also places the figures into the documents.
No. We prepare the documents, the figures and the record of decisions; responsibility for remuneration stays with the employer and we do not provide legal services. If remuneration is governed by a collective agreement or you are in a dispute, review the documents with a lawyer. They are prepared so that the lawyer can start work straight away.
We expect it to. Everything that derives from the law (criteria, thresholds, deadlines, penalties) is kept 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 method is built on the three statutory criteria (complexity, responsibility, effort) with sub-criteria, so a change of criteria can be reflected without rebuilding the outputs.
Yes. Under the draft, the duty to have a written remuneration system with job groups (§ 109a) applies to every employer regardless of size, as do the applicant information duties (§ 30) and, from 2028, the response 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 measured in annual work units rather than headcount.
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, responses for employees or a record of decisions. It assesses four areas; the law has three criteria and, according to the explanatory memorandum, working conditions are reflected within them. The difference is limited to the area of 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 for § 109a. The law lists the criteria for the value of work exhaustively (complexity, responsibility, effort), and the explanatory memorandum expressly says the market rate for a job may not be used as a criterion. A survey helps you set pay levels, but it cannot give you job groups ranked by value or the internal regulation.
It depends on the state of your payroll data and on how quickly you decide on job groups. That is the step nobody can take for you. We will give you an estimate for your company in the first call.
The explanatory memorandum assumes 5 to 19 hours to create the remuneration system and the benefits system. That is an estimate for writing the documents. Our calculator also counts what that leaves out: the justification of each job group, responses for employees under § 306b every year and the record you can show at an inspection. The state's estimate covers writing the document; our figure shows what it costs to keep remuneration under control.
Payroll rows are stored in our database, separated per company at the database level, and deleted once you have received 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 the first data transfer. Whether personal data is transferred to a third country is assessed in the data processing agreement.