(1) Wages are any reward or gain valued in money, paid to the employee by the employer under the individual employment contract for work done or to be done.

(2) In the determination and payment of wages, no discrimination shall be permitted on the grounds of sex, age, disability, social origin, family status, ethnicity, race or nationality, political or religious beliefs, trade union membership or activity.

(2.1) The employer is obliged to ensure equal pay for male and female employees for equal work or work of equal value.

(2.2) In assessing whether employees are performing work of equal value, the employer shall consider aspects of the employee's work, including:

a) degree of responsibility;

b) skill level and experience;

c) effort and nature of the tasks involved;

d) working conditions.

(2.3) Employers of medium-sized and large enterprises are obliged to inform employees and/or their representatives periodically, but not less frequently than once a year (at the latest in the first half of the year following the year of management), of the gender pay gap by employee category and function.

(2.4) The employer must make available to employees, in an easily accessible manner, information on the criteria used for the job evaluation and classification system for determining pay levels applied in the establishment.

(3) Pay is confidential and guaranteed.

State guarantees in the field of wages include the minimum wage set by the state, the reference value for calculating the basic wages of employees in the budgetary sector, as well as the allowances and bonuses of a compensatory nature, guaranteed by the state and regulated by the legislation in force.

(1) Salary includes basic salary (tariff salary, function salary), additional salary (additions and increases to basic salary) and other incentive and compensation payments.

(2) The remuneration of the employee's work depends on the demand and supply of labour force in the labour market, the quantity, quality and complexity of work, working conditions, professional qualities of the employee, effort and responsibilities of the employee, the nature and results of the employee's work and/or the results of the economic activity of the establishment.

(3) Work shall be remunerated per unit of time or by agreement both in the tariff and in the non-tariff wage systems.

(4) Depending on the specific activity and the concrete economic conditions, the establishments of the real sector shall apply the tariff system and/or the non-tariff wage systems for the organisation of wages.

(5) The choice of the wage system within the establishment shall be made by the employer after consultation with the employees' representatives.

(6) The employer, irrespective of which pay system is applied, shall use a job evaluation and classification system within the establishment for determining pay levels.