{"id":823,"date":"2026-05-14T08:57:39","date_gmt":"2026-05-14T08:57:39","guid":{"rendered":"https:\/\/www.moore-czech.cz\/?p=823"},"modified":"2026-05-14T09:06:50","modified_gmt":"2026-05-14T09:06:50","slug":"firmy-budou-muset-zverejnovat-mzdy-v-inzeratech-hrozi-spory-o-doplaceni-prijmu","status":"publish","type":"post","link":"https:\/\/www.moore-czech.cz\/en\/firmy-budou-muset-zverejnovat-mzdy-v-inzeratech-hrozi-spory-o-doplaceni-prijmu\/","title":{"rendered":"Firmy budou muset zve\u0159ej\u0148ovat mzdy v\u00a0inzer\u00e1tech. Hroz\u00ed spory o doplacen\u00ed p\u0159\u00edjm\u016f"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Sm\u011brnice o transparentnosti odm\u011b\u0148ov\u00e1n\u00ed p\u0159in\u00e1\u0161\u00ed nejv\u011bt\u0161\u00ed zm\u011bnu v person\u00e1ln\u00ed agend\u011b za posledn\u00ed roky. Za\u010d\u00edn\u00e1 u\u017e u n\u00e1boru. Firmy budou muset v inzer\u00e1tech nebo nejpozd\u011bji p\u0159ed pohovorem uv\u00e1d\u011bt n\u00e1stupn\u00ed mzdu. Zm\u011bny se ale dotknou i st\u00e1vaj\u00edc\u00edch zam\u011bstnanc\u016f. Ti z\u00edskaj\u00ed pr\u00e1vo na informace o pr\u016fm\u011brn\u00e9 odm\u011bn\u011b na srovnateln\u00fdch pozic\u00edch. S\u00a0t\u00edm se objevuje riziko spor\u016f o doplacen\u00ed mezd. Podniky budou m\u00edt hned n\u011bkolik monitorovac\u00edch a reportovac\u00edch povinnost\u00ed, p\u0159i jeji\u017e poru\u0161en\u00ed hroz\u00ed nemal\u00e9 pokuty. P\u0159\u00edprava p\u0159itom nen\u00ed levn\u00e1. Podle slo\u017eitosti struktury firmy a re\u00e1ln\u00e9 p\u0159ipravenosti intern\u00edch HR dat se n\u00e1klady pohybuj\u00ed od stovek tis\u00edc a\u017e po jednotky milion\u016f korun. Celkov\u011b jde pro \u010cesko o citliv\u00e9 t\u00e9ma. Gender pay gap u n\u00e1s v roce 2024 dos\u00e1hl 18,5 % a je t\u011bsn\u011b druh\u00fd nejvy\u0161\u0161\u00ed v\u00a0EU. Zat\u00edmco unijn\u00ed pr\u016fm\u011br \u010dinil pouh\u00fdch<\/strong><em>\u00a0<\/em><strong>11<\/strong><em>\u00a0<\/em><strong>%.<a href=\"#_ftn1\" id=\"_ftnref1\"><strong>[1]<\/strong><\/a><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Za zm\u011bnami je evropsk\u00e1 sm\u011brnice o transparentnosti odm\u011b\u0148ov\u00e1n\u00ed, kterou mus\u00ed \u010cesk\u00e1 republika p\u0159en\u00e9st do 7. \u010dervna 2026. Podle aktu\u00e1ln\u00edho n\u00e1vrhu MPSV maj\u00ed z\u00e1kladn\u00ed povinnosti nab\u00fdt \u00fa\u010dinnosti od 1. ledna 2027, av\u0161ak aktu\u00e1ln\u011b proch\u00e1z\u00ed tento n\u00e1vrh meziresortn\u00edm p\u0159ipom\u00ednkov\u00fdm \u0159\u00edzen\u00edm, p\u0159i\u010dem\u017e jeho v\u00fdsledek nelze nyn\u00ed jednozna\u010dn\u011b predikovat. Sm\u011brnice posiluje z\u00e1sadu stejn\u00e9 odm\u011bny mu\u017e\u016f a \u017een za stejnou pr\u00e1ci a m\u00e1 za c\u00edl odstranit stav, kdy nerovnosti z\u016fst\u00e1vaj\u00ed skryt\u00e9 kv\u016fli nedostatku informac\u00ed na stran\u011b zam\u011bstnanc\u016f i uchaze\u010d\u016f.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Firmy mus\u00ed monitorovat rozd\u00edl v&nbsp;odm\u011b\u0148ov\u00e1n\u00ed. Limit je 5 %.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nejviditeln\u011bj\u0161\u00ed zm\u011bnou bude transparentnost v n\u00e1boru. Uchaze\u010d\u016fm bude nutn\u00e9 sd\u011blit n\u00e1stupn\u00ed mzdu (nebo jej\u00ed rozp\u011bt\u00ed) nejpozd\u011bji p\u0159ed pracovn\u00edm pohovorem. Zam\u011bstnavatel se z\u00e1rove\u0148 nesm\u00ed pt\u00e1t na p\u0159edchoz\u00ed p\u0159\u00edjmovou historii uchaze\u010de.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dal\u0161\u00edoblast\u00edje pr\u00e1vo po\u017e\u00e1dat o informace t\u00fdkaj\u00edc\u00ed se pr\u016fm\u011brn\u00e9 odm\u011bny pracovn\u00edk\u016f vykon\u00e1vaj\u00edc\u00edch stejnou pr\u00e1ci nebo pr\u00e1ci stejn\u00e9 hodnoty. Zam\u011bstnavatel\u00e9 budou muset pracovat s objektivn\u00edmi a genderov\u011b neutr\u00e1ln\u00edmi krit\u00e9rii pro stanoven\u00ed mzdy \u010di bonus\u016f. \u201e<em>Pokud se v kategorii pracovn\u00edk\u016f vykon\u00e1vaj\u00edc\u00edch stejnou pr\u00e1ci objev\u00ed rozd\u00edl v pr\u016fm\u011brn\u00e9 odm\u011bn\u011b \u017een a mu\u017e\u016f ve v\u00fd\u0161i alespo\u0148 5&nbsp;% a z\u00e1rove\u0148 to nelze od\u016fvodnit objektivn\u00edmi a genderov\u011b neutr\u00e1ln\u00edmi krit\u00e9rii, bude muset podnik p\u0159ijmout opat\u0159en\u00ed k jeho odstran\u011bn\u00ed. Pokud rozd\u00edl nebude napraven do stanoven\u00e9ho term\u00ednu, mohou b\u00fdt zam\u011bstnavatel\u00e9 vystaveni nezanedbateln\u00fdm sankc\u00edm,<\/em>\u201c \u0159\u00edk\u00e1 Veronika Pohlov\u00e1, mana\u017eerka poradensk\u00e9 spole\u010dnosti Moore Advisory CZ.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Zam\u011bstnavatel mus\u00ed prok\u00e1zat, \u017ee rovnost odm\u011b\u0148ov\u00e1n\u00ed neporu\u0161il<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sm\u011brnice po\u010d\u00edt\u00e1 s t\u00edm, \u017ee pracovn\u00edk, kter\u00fd utrp\u011bl finan\u010dn\u00ed \u00fajmu v d\u016fsledku diskriminace m\u016f\u017ee po\u017eadovat n\u00e1hradu v\u010detn\u011b doplacen\u00ed dlu\u017en\u00e9 odm\u011bny, souvisej\u00edc\u00edch bonus\u016f nebo v\u011bcn\u00fdch pln\u011bn\u00ed. Procesn\u00ed postaven\u00ed pracovn\u00edka nav\u00edc sm\u011brnice posiluje t\u00edm, \u017ee v p\u0159\u00edpadech poru\u0161en\u00ed pravidel m\u00e1 b\u00fdt na zam\u011bstnavateli, aby prok\u00e1zal, \u017ee z\u00e1sadu rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed a pravidla transparentnosti neporu\u0161il.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Sankce budou. Zat\u00edm se \u010dek\u00e1 na n\u00e1vrh MPSV<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sm\u011brnice v\u00fdslovn\u011b po\u010d\u00edt\u00e1 s pokutami. P\u0159esn\u00e1 v\u00fd\u0161e sankc\u00ed bude z\u00e1viset na fin\u00e1ln\u00edm \u010desk\u00e9m transpozi\u010dn\u00edm z\u00e1kon\u011b. U\u017e podle sou\u010dasn\u00e9ho z\u00e1kona o inspekci pr\u00e1ce m\u016f\u017ee pr\u00e1vnick\u00e1 nebo podnikaj\u00edc\u00ed fyzick\u00e1 osoba dostat za poru\u0161en\u00ed povinnost\u00ed na \u00faseku rovn\u00e9ho zach\u00e1zen\u00ed pokutu a\u017e do 1 000 000 K\u010d, pokud nap\u0159\u00edklad nezajist\u00ed f\u00e9rov\u00e9 zach\u00e1zen\u00ed v odm\u011b\u0148ov\u00e1n\u00ed nebo diskriminuje zam\u011bstnance. Za omezen\u00ed pracovn\u00edka v nakl\u00e1d\u00e1n\u00ed s informacemi o v\u00fd\u0161i a struktu\u0159e jeho mzdy, platu nebo odm\u011bny z dohody hroz\u00ed pokuta a\u017e 400 000 K\u010d.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>N\u00e1klady od stovek tis\u00edc po jednotky milion\u016f korun<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">P\u0159esn\u00e1 v\u00fd\u0161e n\u00e1klad\u016f na p\u0159\u00edpravu se bude li\u0161it podle velikosti firmy, kvality HR dat, existence grade syst\u00e9mu, po\u010dtu pozic, slo\u017eitosti bonusov\u00fdch sch\u00e9mat a m\u00edry decentralizace odm\u011b\u0148ov\u00e1n\u00ed. \u201e<em>Orienta\u010dn\u011b by st\u0159edn\u011b velk\u00e1 spole\u010dnost m\u011bla po\u010d\u00edtat minim\u00e1ln\u011b s n\u011bkolika m\u011bs\u00edci pr\u00e1ce. Jednodu\u0161\u0161\u00ed p\u0159\u00edprava m\u016f\u017ee zahrnovat pr\u00e1vn\u00ed revizi, z\u00e1kladn\u00ed anal\u00fdzu odm\u011b\u0148ov\u00e1n\u00ed a \u00fapravu n\u00e1borov\u00fdch proces\u016f. Slo\u017eit\u011bj\u0161\u00ed p\u0159\u00edprava bude obsahovat revizi mapy pracovn\u00edch pozic, tvorbu nebo \u00fapravu grade syst\u00e9mu, anal\u00fdzu gender pay gapu, \u00fapravy mzdov\u00fdch syst\u00e9m\u016f, nastaven\u00ed reportingu, intern\u00ed komunikaci a \u0161kolen\u00ed mana\u017eer\u016f<\/em>,\u201c \u0159\u00edk\u00e1 Marcela Hrd\u00e1, partnerka poradensk\u00e9 skupiny Moore Czech Republic a dod\u00e1v\u00e1: \u201e<em>N\u00e1klady se tak mohou pohybovat od ni\u017e\u0161\u00edch stovek tis\u00edc korun u jednodu\u0161\u0161\u00edch projekt\u016f po vy\u0161\u0161\u00ed stovky tis\u00edc a\u017e jednotky milion\u016f korun u v\u011bt\u0161\u00edch nebo struktur\u00e1ln\u011b slo\u017eit\u011bj\u0161\u00edch organizac\u00ed.\u201c<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Podniky se mus\u00ed p\u0159ipravit u\u017e nyn\u00ed<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Od 1. ledna 2027 maj\u00ed podle aktu\u00e1ln\u00edho n\u00e1vrhu MPSV nab\u00fdt \u00fa\u010dinnosti z\u00e1kladn\u00ed ustanoven\u00ed \u010desk\u00e9 novely. P\u0159edpokl\u00e1d\u00e1 se, \u017ee od roku 2028 za\u010dnou platit povinnosti spojen\u00e9 se zpracov\u00e1n\u00edm zpr\u00e1v o rozd\u00edlech v odm\u011b\u0148ov\u00e1n\u00ed pro zam\u011bstnavatele se 150 a v\u00edce zam\u011bstnanci, p\u0159i\u010dem\u017e spole\u010dnosti s 250 a v\u00edce zam\u011bstnanci budou reportovat ka\u017edoro\u010dn\u011b. Firmy se 100 a\u017e 249 pracovn\u00edky v t\u0159\u00edlet\u00e9m cyklu. Od roku 2031 se reportingov\u00e1 povinnost roz\u0161\u00ed\u0159\u00ed v t\u0159\u00edlet\u00e9m cyklu i na spole\u010dnosti se 100 a\u017e 149 lidmi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>\u201eDoporu\u010dujeme ne\u010dekat na \u00fa\u010dinnost \u010desk\u00e9 novely. Reporting bude vy\u017eadovat kvalitn\u00ed data, spr\u00e1vn\u011b nastaven\u00e9 pracovn\u00ed kategorie, dokumentovan\u00e1 krit\u00e9ria odm\u011b\u0148ov\u00e1n\u00ed a schopnost rozd\u00edly vysv\u011btlit. P\u0159\u00edpravu je proto vhodn\u00e9 za\u010d\u00edt u\u017e v roce 2026, zejm\u00e9na s d\u016frazem na detailn\u00ed a precizn\u00ed grading pozic,\u201c<\/em> vysv\u011btluje Marcela Hrd\u00e1 a dod\u00e1v\u00e1: <em>\u201eZa\u010d\u00edt se mus\u00ed s daty, ne komunikac\u00ed. Ne\u017e firma za\u010dne zve\u0159ej\u0148ovat rozp\u011bt\u00ed a odpov\u00eddat zam\u011bstnanc\u016fm, mus\u00ed v\u011bd\u011bt, zda jsou jej\u00ed data \u00fapln\u00e1, spr\u00e1vn\u00e1 a vysv\u011btliteln\u00e1. Transparentnost odm\u011b\u0148ov\u00e1n\u00ed z\u00e1rove\u0148 nen\u00ed jen HR agenda. Dopad\u00e1 na rozpo\u010dty, reporting, compliance, pracovn\u00ed pr\u00e1vo i vztahy s&nbsp;mana\u017eery.\u201c<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Okolo sm\u011brnice se u\u017e objevuj\u00ed prvn\u00ed probl\u00e9my a m\u00fdty<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nej\u010dast\u011bj\u0161\u00edm probl\u00e9mem firem je neaktu\u00e1ln\u00ed mapa pracovn\u00edch pozic (job architecture). Firmy \u010dasto nemaj\u00ed jasn\u011b popsan\u00e9 role, \u00farovn\u011b seniority a krit\u00e9ria srovnatelnosti pr\u00e1ce. Dal\u0161\u00edm ne\u0161varem jsou historick\u00e9 individu\u00e1ln\u00ed p\u0159\u00edjmy bez dokumentovan\u00e9ho d\u016fvodu. T\u0159et\u00edm je podcen\u011bn\u00ed variabiln\u00ed slo\u017eky odm\u011bny. Rozd\u00edly nejsou jen v z\u00e1kladn\u00ed mzd\u011b, ale tak\u00e9 v bonusech, osobn\u00edm ohodnocen\u00ed, p\u0159\u00edplatc\u00edch a kari\u00e9rn\u00edch p\u0159\u00edle\u017eitostech. U\u017e dnes se ale objevuj\u00ed zav\u00e1d\u011bj\u00edc\u00ed informace t\u00fdkaj\u00edc\u00ed se sm\u011brnice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>\u201eNejv\u011bt\u0161\u00edm m\u00fdtem je p\u0159edstava, \u017ee transparentnost odm\u011b\u0148ov\u00e1n\u00ed znamen\u00e1 povinnost zve\u0159ejnit mzdu ka\u017ed\u00e9ho zam\u011bstnance. Tak to nen\u00ed. Sm\u011brnice sm\u011b\u0159uje k tomu, aby podniky pracovaly s agregovan\u00fdmi informacemi, mzdov\u00fdmi rozp\u011bt\u00edmi, objektivn\u00edmi krit\u00e9rii a srovnateln\u00fdmi kategoriemi pracovn\u00edk\u016f. Nikoli ke zve\u0159ej\u0148ov\u00e1n\u00ed individu\u00e1ln\u00edch mezd. Druh\u00fdm \u010dast\u00fdm omylem je, \u017ee se t\u00e9ma t\u00fdk\u00e1 pouze velk\u00fdch firem. Reporting bude odstup\u0148ov\u00e1n podle velikosti, ale princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed a pot\u0159eba objektivn\u00edch krit\u00e9ri\u00ed se t\u00fdkaj\u00ed zam\u011bstnavatel\u016f obecn\u011b,\u201c<\/em> uzav\u00edr\u00e1 Veronika Pohlov\u00e1 ze spole\u010dnosti Moore Advisory CZ.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>\u010cesko m\u00e1 druh\u00fd nejvy\u0161\u0161\u00ed rozd\u00edl v odm\u011b\u0148ov\u00e1n\u00ed v EU<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Podle \u00fadaj\u016f za rok 2024 \u010dinil pr\u016fm\u011brn\u00fd gender pay gap v EU 11,1 %. \u010cesk\u00e1 republika vyk\u00e1zala rozd\u00edl 18,5 %, co\u017e ji \u0159ad\u00ed mezi zem\u011b s nejvy\u0161\u0161\u00edm nepom\u011brem v&nbsp;EU. Vy\u0161\u0161\u00ed hodnotu m\u011blo pouze Estonsko s 18,8%. Ukazatel sice nezohled\u0148uje v\u0161echny nesoulady ve struktu\u0159e zam\u011bstnanosti, sektorech, seniorit\u011b nebo \u00favazc\u00edch, jde v\u0161ak o v\u00fdznamn\u00fd sign\u00e1l, \u017ee rozd\u00edly v&nbsp;p\u0159\u00edjmech pracovn\u00edk\u016f jsou v \u010cR nadpr\u016fm\u011brn\u011b vysok\u00e9. <em>\u201eZ\u00e1jem firem o t\u00e9ma transparentn\u00edho odm\u011b\u0148ov\u00e1n\u00ed jednozna\u010dn\u011b roste, a to nap\u0159\u00ed\u010d sektory i velikostmi spole\u010dnost\u00ed. Nej\u010dast\u011bji se na n\u00e1s obracej\u00ed firmy, kter\u00e9 si uv\u011bdomuj\u00ed, \u017ee jde o agendu s dopadem nejen do HR, ale i do firemn\u00ed kultury, reputace a vztahu se zam\u011bstnanci. Podniky cht\u011bj\u00ed v\u011bd\u011bt, \u010d\u00edm konkr\u00e9tn\u011b maj\u00ed za\u010d\u00edt,\u201c<\/em> uzav\u00edr\u00e1 Marcela Hrd\u00e1.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"#_ftnref1\" id=\"_ftn1\">[1]<\/a> <em>Zdroje dat: sm\u011brnice Evropsk\u00e9ho parlamentu a Rady EU 2023\/970 o transparentnosti odm\u011b\u0148ov\u00e1n\u00ed; informace MPSV \u010cR (b\u0159ezen 2026) k transpozici a navrhovan\u00e9 \u00fa\u010dinnosti; Eurostat \u2013 gender pay gap 2024; z\u00e1kon o inspekci pr\u00e1ce.<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\" \/>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Sm\u011brnice o transparentnosti odm\u011b\u0148ov\u00e1n\u00ed p\u0159in\u00e1\u0161\u00ed nejv\u011bt\u0161\u00ed zm\u011bnu v person\u00e1ln\u00ed agend\u011b za posledn\u00ed roky. Za\u010d\u00edn\u00e1 u\u017e u n\u00e1boru. Firmy budou muset v inzer\u00e1tech nebo nejpozd\u011bji p\u0159ed pohovorem uv\u00e1d\u011bt n\u00e1stupn\u00ed mzdu. Zm\u011bny se ale dotknou i st\u00e1vaj\u00edc\u00edch zam\u011bstnanc\u016f. Ti z\u00edskaj\u00ed pr\u00e1vo na informace o pr\u016fm\u011brn\u00e9 odm\u011bn\u011b na srovnateln\u00fdch pozic\u00edch. S\u00a0t\u00edm se objevuje riziko spor\u016f o doplacen\u00ed mezd. [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":824,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[31],"tags":[],"location":[],"class_list":["post-823","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tiskova-zprava"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Firmy budou muset zve\u0159ej\u0148ovat mzdy v\u00a0inzer\u00e1tech. 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