Workforce (People & Organisation)

We help organisations become efficient and successful by setting up their internal operations appropriately and by following the latest trends in the area of processes or HR. We make sure the companies are welcoming and fair towards all their employees and business partners.

89 % of Czech CEOs

consider the unavailability of qualified workers as a threat for their company

PwC: CEO Survey 2025
29 % Czech firms

expect at least 5 % of jobs to be replaced by some form of automation or robotization

PwC: CEO Survey 2025
17 %

difference in earnings between men and women in the Czech Republic (Gender Pay Gap)

PwC: Women in Work 2025

How PwC can help

Pay transparency and readiness for the EU directive / Pay gap audit

Do you need advice on how to ensure pay transparency and meet the requirements of European legislation? We are here for you! Our services focus on the key areas of equal remuneration and working conditions that are essential for the development of your company.

More information

Company culture and remuneration

We will set your relationships across the finance and HR departments, ensuring flexible, fair remuneration; we will also map out your organisational structure and make it more efficient. We will check your KPIs and establish your company culture in compliance with your expectations and the expectations of your employees.

Comparison of remuneration with competitors

We will prepare a salary survey tailored to your company. We will contact the companies you have selected from your industry and region and find out what salary policies and conditions your competitors have. The result will be a salary benchmark that will help you retain existing employees or attract new talent.

Unbalanced working environment

We will assess whether your company strategy involves diversity and inclusion. We will verify whether the fluctuation in your company is caused by great differences in remuneration, low number of female managers or by a negative work environment.

Inefficient organisation and HR

We will carry out an audit of your HR and organisational processes and lead you and your employees through the process of company transformation. We will ensure an individual human approach responding to your needs and to the culture of your organisation.

Duplicity or missing processes

We will find the people who, without being aware of one another, work on similar issues with equal results across various departments. We will map out processes, propose optimisation from the perspective of finance, HR and risks; we will also help you to implement process changes.

Data-based organisation management

We will help you understand how your organisation operates. We know the current trends in management, which will help us to set up a functional management system based on data rather than feelings or personal intuition.

Our services

Pay transparency and readiness for the EU directive / Pay Gap audit
Revision and design of the remuneration system
HR Data Consulting
HR Transformation
Process and Personnel Audit
Diversity & Inclusion

Pay transparency and readiness for the EU directive / Pay Gap audit

Pay Transparency

Revision and design of the remuneration system

We always approach compensation system design in line with your company’s vision, strategy and values.

Current state analysis
Market benchmark
Job evaluation
Design of salary/rate bands
Design of a new remuneration system
Implementation, Change Management & Communication

HR Data Consulting

Providing for an HR data analyst by means of bodyshopping or consulting
HR Controlling – organisation reporting, management and audit based on hard data
HR Healthcheck – reviewing the efficiency and “health” in the area of HR management

HR Dashboards – clear visualisation of all important HR indicators

HR Transformation

Company transformation
Change management
Organisational structure and number of people in individual roles
Company optimisation
Performance management
Talent & Career management
Competency management
Strategic WorkForce planning

Process and Personnel Audit

Process-related mapping out, preparation of process map
Company optimisation from the perspective of finance, people and risks
Proposal of a new process map, revision, modification
Implementation/management of proposed changes
Process and organisational audit – “helping companies to be efficient”
Process and personnel audit – “right people in the right places”

Diversity & Inclusion

D&I Assessment – assessment of the diversity and inclusion maturity within the company
D&I strategy proposal and assistance in setting up specific goals
ESC – Equal Salary Certification
D&I workshops – how to implement diversity in working environment

Frequently Asked Questions about the EU Directive on Pay Transparency

No, they will not. A common misunderstanding is that the directive requires companies to disclose the individual salaries of employees. In reality, the directive aims for transparency in wage structures and the prevention of discrimination, not the disclosure of individual salaries.

Yes, they can. This provision stems from an amendment to the labor code.

Companies should respond to changes in pay transparency by creating a clear, fair, and transparent compensation system. Key steps include:

Comprehensive compensation system: Establishing a structure that considers all aspects of remuneration, including base salaries, bonuses, and other forms of compensation.
Transparent grading: Defining and publishing criteria for determining positions and classifications, including necessary skills and responsibilities.
Performance management: Implementing a system that links compensation to objective evaluations of employee performance.
Ongoing communication: Ensuring regular sharing of information with employees about the methodologies for setting and adjusting the compensation system.

Our services can assist you in designing, implementing, and optimizing these systems for maximum effectiveness in accordance with current legislation.

The EU Directive on Pay Transparency does not require companies to compensate all employees in the same job position equally, regardless of performance. The directive focuses on ensuring fair and non-discriminatory pay for work of equal value. This means that if job roles are comparable in terms of requirements and responsibilities, the base salaries should be fair and non-discriminatory. However, companies still have the option to differentiate compensation based on objective criteria such as individual performance, experience, or qualifications. It is important that the criteria for differing compensation be clear, transparent, and non-discriminatory.

Penalties for non-compliance with the EU Directive on Pay Transparency are not established at the EU level but are left to individual member states to define in their national legislation when transposing the directive. This means that the specific sanctions and measures that can be imposed on companies for failing to meet the directive's requirements may vary depending on the legislation of each member state. In the Czech Republic, these penalties should be known by June 2025.

More about our services

Pluxee Employer of the Year 2025

PwC Czech Republic is traditionally the expert guarantor of the Employer of the Year evaluation thanks to the Saratoga methodology.

You can register for the next year of the competition now at the link below:

More information

Interested? Contact us.

Request for a service proposal

Not only do we deal with HR, but we also take care of the entire company operation. We enjoy learning how companies operate both locally as well as worldwide, and passing on the know-how. We offer flexible responses to our clients’ problems, and our experience allows us to suggest changes leading to greater efficiency.