We are pleased to introduce the HR news vol. 2, featuring the following topics:
1) Employer Agreements under review by the Antimonopoly Office;
2) New developments in the contractual regulation for “fixed-term” Employment;
3) EU Remuneration directive –no more hoaxes!
1) BEWARE OF PENALTIES!
The Antimonopoly Office of the Slovak Republic is getting stricter about agreements between employers that could distort competition. The two main areas of focus are:
- No-poaching agreements – Deals where employers agree not to hire each other’s employees. The Office says this limits job opportunities.
- Wage-fixing agreements– Agreements between employers to set wages. The Office sees this as unfair.
Why should you care? Because any other employer could be seen as your competitor. How to protect your business:
- Check whether you have any informal agreements like these.
- Ensure your remuneration system is determined internally, without any discussions or agreements with other companies.
- Update your policies and train your HR team and managers to spot and avoid these risky practices.
Need help? Contact us! We will help you review your processes, stay compliant, and avoid penalties.
2) FIXED-TERM EMPLOYMENT OVER 2 YEARS – WHAT YOU NEED TO KNOW
The law sets clear rules about when a fixed-term employment relationship can go beyond 2 years. However, some employers try to match the length of a fixed-term contract with the duration of parental leave, often exceeding the 2-year limit. Recent court rulings (NSSR 9Cdo/273/2020) clarify that if parental leave lasts more than 2 years, the employer must officially extend the fixed-term employment contract.
We are here to help with questions like:
- How to properly define the temporary nature of the employment relationship?
- Is it possible to set a fixed-term employment contract for more than 2 years?
- How can you address existing issues?
- What does a formal contract extension look like?
- What are the risks?
3) EU REMUNERATION DIRECTIVE – no more hoaxes!
A new EU directive aims to ensure equal pay for men and women:
- Publication of salaries: The Directive does not require employers to disclose individual salaries. Employees will only have the right to know the average pay level of comparable employees, not specific salary details.
- Reporting obligations: Employers with 250+ employees must regularly report on pay differences.
- Gender-neutral criteria: Employers should use objective, gender-neutral criteria in job offers, job classifications, and remuneration systems.
- Transparent pay progression policy: Implement and maintain a clear policy on how wage increases are determined.
- etc.
(!) Employees are entitled to compensation (recovery of unpaid remuneration + related bonuses + compensation for lost opportunities). We are happy to review your current remuneration guidelines and prepare a pay progression policy.
Employment Law team of bnt attorneys in CEE