Prague, 5 March 2026
According to Eurostat data, the most recent annual average gender pay gap in the Czech Republic reached 18.5%. The symbolic day marking how long women effectively “work for free” before catching up with the previous year’s average male earnings therefore falls on 8 March. In other words, if women start “catching up” from 1 January, they must work an additional 69 days. Since 2010, the organization Business & Professional Women CR (BPWCR) has been addressing fair pay and equal opportunities, embedding the gender pay gap (GPG) into its campaign and the programme of the twoday Equal Pay Day conference, which will take place for the seventeenth time on 26–27 March 2026.
After a period of gradual decline – with the most significant drop recorded in 2021, significant improvement in sight. “This year’s GPG figures clearly show that our work at BPWCR is far from over, in fact, quite the opposite. Progress requires cooperation across ministries, companies, expert organizations and the professional public. Long-term undervaluation of certain sectors, gender unequal practices and rigid systems mean that as a society we are not resilient enough nor prepared for the challenges ahead,” says Eva Primus Kovandová, President of BPWCR.
Maintaining a downward trend in the GPG requires longterm, systemic change. Eurostat data show that the largest pay differences in comparable roles occur in management and specialized professions – precisely where companies compete on performance and innovation. The Czech gender pay gap remains one of the highest in the EU and represents a clear economic loss. Analyses show that closing the gap increases productivity and broadens the tax base. The key to faster progress lies in talent management: fair rules, transparent pay bands, objective evaluation of work of equal value, and targeted support for parents returning to work in sectors with the largest gaps.
“New EU rules are clear: >5 % an unexplained gender pay gap requires a mandatory corrective action plan within six months. As a professional partner of Equal Pay Day 2026, we want to demonstrate through concrete examples that ‘fair pay’ is both a compliance requirement and a business advantage,” adds Jana Boštíková, Partner, HR & Payroll Services at Forvis Mazars.
In the Czech Republic, women are more likely than men to obtain a university degree – yet this does not translate into equal pay. In fact, universityeducated women face the largest pay disparities compared to equally educated men. The pay gap also varies by age group, peaking at 22% among those aged 35-44. A key factor is the disadvantage faced by women returning to the labour market after parental
leave, who still struggle to find sufficient flexibility – whether through remote work options, hybrid models or parttime roles.
“Many companies have already implemented effective processes to achieve equal opportunities and fair pay, and we are presenting their valuable practical perspective at the conference. This is not a trend – it is business. These companies understand that thefuture depends on economic stability, demand, and the ability to attract and retaintalent. Moreover, EU legislation – from sustainability reporting to the Pay Transparency Directive – directly affects this area. That is why we chose ‘the future’ as the subtitle of this year’s Equal Pay Day conference,” explains Helena Dreiseitlová, Country Lead, Equal Pay Day Czechia.
Within corporate ESG sustainability reporting, this agenda falls under the social pillar, alongside fair opportunities, employee development and training, and worklife balance. These topics strongly resonate with the younger generation. According to a Deloitte report from May 2024, 35% of Gen Z and 44% of millennials believe companies should ensure equal pay and transparency. More than 20% of young
Czechs also believe employers should create inclusive job opportunities.
“Equal pay is more than the right thing to do. It builds trust, supports growth and strengthens a company’s competitiveness. It is a matter of fairness and responsibility shared across generations. When we create such an environment, we attract talent that drives business forward,” says Fabio Costa, CEO of Philip Morris ČR, the first company in the Czech Republic to receive equal pay certification. Fabio Costa will speak on 26 March at Equal Pay Day on how to attract, retain and support the career growth of newcomers to the labour market.
Gen Z, transparency, equal pay, ESG, AI and emerging technologies are among the key themes that will shape the 17th Equal Pay Day. The conference will once again span two days and, thanks to the support of the OECD and the Central European Initiative (CEI), will offer perspectives from both the Czech Republic and abroad. Its international character will be highlighted by a panel of ambassadors from Norway, Mexico, Estonia, Ghana and Finland. Insights into the present and future of business will be shared by Eva Bučová, CEO of ING Czech Republic, and Tomáš Krňávek, Sales Head CZ & SK at Mars. A lively debate is expected on media representation, AI and gender (in)equality in the media.
On Friday 27 March, the socalled Empower Day will focus on personal development, including the highly popular speed mentoring, which over sixteen years has become the largest and most sought after networking opportunity in the Czech Republic. Fifty mentors will share their expertise, including Lucie Borhyová from TV Nova (the main media partner), Petra Lovčinská (Raiffeisenbank), Monika Ihnatková (Danone) and Francesca Bandelli (Plzeňský Prazdroj). Hundreds of participants will be able to strengthen their skills in areas such as investment, technology, AI, entrepreneurship, mental health and more.
