Fines totalling more than € 6 million: What is the labour inspectorate focusing on?

Top violations 

1. The most common breach at the start of an employment relationship was the employer’s failure to provide the employee with written information on their working conditions and terms of employment in accordance with Section 47a of the Labour Code. The purpose of providing this information is to improve the transparency and predictability of work. Although this provision has been in force since 1 November 2022, a large number of employers is still unaware of its existence, as was evident from interactions with employers during the discussions on the protocols.

    

2. Breaches in the area of employee remuneration, which consisted of failing to assign the appropriate level of job difficulty to a working position in accordance with the most demanding work activity that the employer requires the employee to perform within the scope of the type of work agreed in the employment contract, and the failure to pay a wage of at least the minimum wage entitlement specified for the relevant level of job difficulty.

    

3. Breaches relating to working hours and their recording. A common shortcoming was the failure to record breaks for rest and meals and the reporting of only the total number of hours worked on individual days. Properly maintained records are, however, an important basis for the correct calculation of an employee’s wages.

 

Caution when posting employees to work abroad

The competent authorities of the individual Member States cooperate with one another. In 2025, the National Labour Inspectorate processed a total of 428 requests received from other EU Member States. If any irregularities are found during an inspection of posted workers abroad, the Austrian, Dutch or other EU Member State authorities will also verify the information with the Slovak authorities.

Hidden employment – fake self-employment

The Labour Inspectorate continues to monitor companies’ cooperation with self-employed persons. Employers should therefore, in particular, review the arrangements for their cooperation with self-employed persons who have been carrying out work for a single client over a long period or who work under conditions similar to those of employees.

Are you prepared for inspections in 2026 and 2027?

The year 2025 showed that the Labour Inspectorate is increasingly focusing on the actual functioning of employment relationships and the fulfilment of employers’ obligations in practice, rather than merely on formal documentation.

This year, focus is not only on transparent remuneration (equal pay), but also on the content of employment contracts and information sheets, working time records and hidden employment. 

 

If you are unsure about any of these issues, we will be happy to help you.