PayWell Wage and Salary Survey
PayWell is a wage and salary survey and a remuneration planning tool providing an up-to-date view of remuneration in Slovakia, including HR policy and strategy information and trends. At PwC Slovakia, the PayWell survey has been undertaken by HR Consulting for 31 years.
About the PayWell 2025 Survey
The PwC PayWell 2025 survey, which involved 173 companies from 15 sectors, offers a comprehensive view of compensation strategies and current trends in employee benefits in Slovakia.
Based on data provided by these companies, the survey maps not only salary developments but also practices in social policy and offered perks. Employers show strong interest in the survey results because they provide an essential tool for comparing their position in the labor market. Companies use this data not only to adjust salaries but also to create competitive benefit packages that support employee retention and engagement. In a period of growing competition and uncertainty in the labor market, employers increasingly seek forecasts of future developments. These forecasts help them make strategic decisions regarding investments, human capital development, and productivity growth.
Guaranteed salary = base salary + all guaranteed bonuses that do not depend on company or employee performance.
Salary increases remain a key element of employers’ strategic planning in 2025
Between May 2024 and April 2025, companies recorded an average increase in base salaries of 4.6%. This growth is lower compared to the previous year, when the average increase reached 7.2%.
Forecasts for 2026 indicate a continued trend of salary increases, but with a slight slowdown, with the expected average increase around 4.4%. This development reflects companies’ response to various factors such as inflation, growing pressure to increase productivity, and maintain profitability.
Companies must consider these challenges when setting up their pay strategies while striving to remain competitive in the labor market. Employers continue to emphasize compensation to retain key employees and respond to constantly changing economic conditions.
Salary and employee benefits trends according to PayWell 2025
13th salary is a motivator, not a rule
Only 12% of companies provide a guaranteed 13th salary, while 23% link it to results such as company performance, attendance, and individual employee performance. The target amount of the 13th salary for all job categories is generally set at 100% of the base salary.
Sabbatical leave at Slovak companies
According to the latest survey, 15% of companies in Slovakia offer sabbatical as a benefit. This innovative approach, though still rare, is an effective tool for companies that want to strengthen loyalty and employee well-being after several years of work. It is usually unpaid or partially paid leave lasting mostly 1 month, up to a maximum of 6 months. There are also restrictions on how often employees can use such leave—some companies allow it every year, others only once every 10 years. The topic of introducing this benefit remains current—three companies are currently considering its implementation.
Increase in new benefits
As many as 31% of companies plan to introduce new benefits, dominated by the introduction of the 13th salary, mental health support, extended health benefits, and the introduction of Multisport cards or cafeteria systems.
173 companies from 15 sectors participated in the PwC PayWell 2025 survey.
14th salary is still rare
Only 14% of companies pay a 14th salary, proving it remains an exception. This benefit is still more of an occasional reward than a regular part of compensation strategy.
Employee shares (LTIs) as a long-term motivation tool
Employee shares, known as Long-Term Incentives (LTIs), are a form of long-term motivation and compensation for employees, especially in senior management and key positions. They offer several advantages that can be attractive to both employees and employers.
About 19% of companies in our survey already provide this benefit based on evaluation and goal achievement, mostly to management and mainly in the form of employee shares. The reason is motivation, retention, and performance recognition.
Non-standard benefits remain popular
24% of companies offer benefits outside the usual framework, such as “workation” abroad, bonuses for non-smoking or blood donation, company breakfasts or lunches, or paid leave for pregnant employees beyond the standard.
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