Salary in Czech Job Ads from 2027: What Will Change for Job Seekers

This does not mean that every job advertisement in the Czech Republic will automatically have to display a salary. Employers will be able to provide the information in the job ad, during recruitment or when the contract is signed.

As of 1 September 2026, the changes are not yet final law. The Czech government approved the proposal on 31 August 2026, while the main provisions are planned to take effect from 1 January 2027 after the legislative process is completed.

Will salary be mandatory in every Czech job ad?

No. This is one of the most important details for job seekers because some reports about the new rules suggest that every employer will have to publish a salary range directly in the vacancy.

Under the current Czech proposal, an employer will instead have to provide the applicant with verifiable information about the minimum remuneration offered and other monetary or non-monetary benefits. The information may be provided:

• directly in the job advertisement;
• during the recruitment process;
• when the employment contract is signed, but no later than before the employment relationship begins.

The current approach is described by the Czech Ministry of Labour and Social Affairs.

What salary information must applicants receive?

The applicant should know the minimum pay offered for the specific position. The employer must also provide information about other monetary and non-monetary remuneration connected with the job.

Depending on the employer, this may include bonuses, allowances or other benefits that form part of the remuneration package.

The underlying EU Pay Transparency Directive gives applicants the right to information about the initial pay or its range. The Czech government has chosen a more limited implementation based on disclosure of the minimum offered remuneration.

Employers will not be allowed to ask about previous salary

Another major change concerns salary history. Employers will not be allowed to ask applicants how much they currently earn or how much they earned in previous jobs.

This includes previous salary, wages and other employment remuneration. The purpose is to prevent a candidate's new pay from being based simply on a lower salary received in the past.

For job seekers, this can improve their negotiating position because remuneration should be based on the new position, required skills, responsibility and other objective criteria.

The rules will also apply to DPP and DPČ jobs

The recruitment requirements will not be limited to standard employment contracts. According to the Ministry of Labour, they will also apply to DPP and DPČ agreements.

This means that applicants for part-time, temporary or short-term jobs should also receive information about the minimum offered remuneration before starting the employment relationship.

An employer will likewise be prohibited from requesting previous pay history simply because the work is offered under one of these agreements.

Can applicants negotiate a higher salary?

Yes. The minimum remuneration disclosed by the employer is not automatically the final salary that every applicant must accept.

Candidates will still be able to negotiate higher pay based on professional experience, qualifications, responsibility, performance expectations and other objective factors.

If an employer voluntarily publishes a salary range, applicants should check what determines their position within that range and whether bonuses or other benefits are guaranteed or performance-based.

Employees will receive more information about pay

The reform also introduces greater transparency after recruitment. Employees will be able to request written information about their own remuneration and the average remuneration of workers performing work of equal value, broken down by gender. Employers will generally have two months to respond.

Regular gender pay gap reporting will apply only to employers with at least 100 employees. According to the current proposal, the first reporting requirements will begin in 2028 for employers with 150 or more employees and in 2031 for employers with 100 to 149 employees.

Are the 2027 salary transparency rules final?

Not yet. The government approved the amendment on 31 August 2026, but it still has to complete the legislative process. Individual provisions or effective dates may therefore change before the final law is published.

The planned start of the main provisions from 1 January 2027 was announced by the Ministry of Labour.

The key change for job seekers is the right to know the minimum offered pay before starting employment and the ban on questions about previous salary. However, under the Czech proposal approved by the government, employers will not necessarily have to publish salary directly in every job advertisement.