Articles

Employment law in 2026 has moved beyond the idea of a “correctly completed form” towards a requirement for a demonstrable system. Act No. 76/2026 Coll. on Equal Pay for Men and Women for Equal Work or Work of Equal Value has been in force since 7 June 2026. Employers established before that date were required to introduce a pay structure by 31 July 2026 at the latest. Recruitment documentation, employment contracts, collective agreements, employers’ internal regulations and policies governing employee benefits should therefore be consistent with one another in substance and uniformly reflect the remuneration principles and criteria applied.

Read more “From Recruitment to Remuneration: How to Update Employment Documents and Pay Rules”

Today, an AI tool can read hundreds of CVs within minutes, score candidates, recommend who should be invited to an interview, or alert a manager to a decline in productivity. This is precisely why artificial intelligence in HR is not merely a technological issue. Every such output may affect a person’s access to employment, working conditions, remuneration, employment relationship, or even the termination of employment. A single process may therefore involve the AI Act, the GDPR, data protection rules, the Labour Code, anti-discrimination legislation and the employer’s internal policies.

Read more “Artificial Intelligence and Data Protection in HR: Recruitment, Employee Monitoring and Internal Policies”

Imagine an e-commerce business that wants to use artificial intelligence to better understand its customers. The AI monitors what a person views, how long they hesitate before making a purchase, which advertisements they respond to, and at what price point they leave the website. It then adjusts the offer to make it as appealing as possible.

Read more “EU AI Act: Not Everything AI Can Do Is Something a Company May Use”

The minimum wage will increase to EUR 972 per month from 1 January 2027. For employers, however, this is not merely a matter of changing one figure in the payroll system. A higher minimum wage will affect minimum wage entitlements, social and health insurance contributions, night work, weekend work, and overall labour costs. When preparing payroll, employers should therefore consider labour law requirements together with employment relationships and payroll settings well before processing the January payroll.

Read more “Preparing Payroll for 2027: Minimum Wage, Job Difficulty Levels and Wage Supplements”