Poslovna izobraževanja

15% popust

za prijave

do 15. septembra 2026

Prijava na webinar

Webinar: Preglednost plačil po Direktivi (EU) 2023/970 - kaj morajo delodajalci urediti?

Zakaj se prijaviti na izobraževanje?

Novozaposleni je zaradi pomanjkanja kadra izpogajal višjo plačo od sodelavca, ki enako delo opravlja že 20 let. Kako boste razliko pojasnili, ko zaposleni zahteva podatke o plačilih v svoji kategoriji?

Razlika v plači sama po sebi ni diskriminacija. Delodajalec pa jo mora utemeljiti z objektivnimi in spolno nevtralnimi merili.

Slovenski zakon je v pripravi, usmeritve direktive pa so znane. Ker gre za obsežen kadrovski projekt, začnite že zdaj urejati sistemizacijo, vrednotenje delovnih mest, plačna merila in potrebne podatke.

Na izobraževanju bomo predstavili stanje zakonodaje na dan izvedbe, jasno ločili zahteve za vse delodajalce in določili prednostne korake za pripravo.

PODROČJE
Upravljanje s človeškimi viri
TERMIN
16.9.2026
ČAS TRAJANJA
10:00 – 12:30
OBLIKA PREDAVANJA
Webinar

Podrobnejši program delavnice

1. Kaj velja danes in kaj se v Sloveniji še pripravlja?

  • Stanje prenosa Direktive (EU) 2023/970 na dan izvedbe izobraževanja.
  • Povezava z veljavnim ZDR-1 in načelom enakega plačila.
  • Katere predvidene zahteve bodo zadevale vse delodajalce in katere bodo vezane na število zaposlenih.

2. Kaj se bo spremenilo pri zaposlovanju?

  • Kdaj bo moral kandidat prejeti podatek o začetnem plačilu ali plačnem razponu. Ali bo moral biti podatek objavljen že v zaposlitvenem oglasu
  • Prepoved poizvedovanja o sedanji in preteklih plačah kandidata. Kaj bo treba odstraniti iz obrazcev in zaposlitvenih razgovorov?
  • Spolno nevtralni nazivi delovnih mest, nediskriminatoren izbirni postopek in seznanitev kandidata z določbami kolektivne pogodbe.

3. Kako določiti enako delo in delo enake vrednosti?

  • Zakaj naziv delovnega mesta ni dovolj za presojo primerljivosti.
  • Spolno nevtralna merila vrednotenja: znanje, spretnosti, trud, odgovornost in delovni pogoji.
  • Kako iz sistemizacije oblikovati ovrednotena delovna mesta in primerljive kategorije delavcev.

4. Kdaj so razlike v plačah upravičene?

  • Kaj vse šteje v plačilo ter kako oblikovati plačne razrede in razpone.
  • Objektivna merila za določanje plač, dodatkov, nagrad in napredovanja.
  • Primeri upravičenih razlik ter tveganja posredne diskriminacije pri navidezno nevtralnih merilih.

5. Katere podatke bo zaposleni smel zahtevati?

  • Pravica do podatka o osebni ravni plačila in povprečnih ravneh plačil po spolu za primerljivo kategorijo.
  • Letno obveščanje zaposlenih ter postopek priprave odgovora v dveh mesecih.
  • Razkritje lastne plače, varovanje podatkov in dostopnost informacij invalidnim osebam.

6. Kdo bo moral poročati in kaj pomeni meja 5 odstotkov?

  • Delodajalci z najmanj 250 zaposlenimi bodo prvič poročali do 7. junija 2027 za leto 2026, nato vsako leto.
  • Delodajalci s 150 do 249 zaposlenimi bodo prvič poročali do 7. junija 2027 za leto 2026, nato vsaka tri leta.
  • Delodajalci s 100 do 149 zaposlenimi bodo prvič poročali do 7. junija 2031 za leto 2030, nato vsaka tri leta.
  • Izračun povprečne in mediane plačilne vrzeli, variabilnega plačila, kvartilov in razlik po kategorijah delavcev.
  • Trije pogoji za skupno oceno plačil: najmanj 5-odstotna vrzel, odsotnost objektivne utemeljitve in neodprava razlike v šestih mesecih.

7. Kako organizacijo pripraviti na nova pravila?

  • Predvideni mehanizmi izvrševanja: obrnjeno dokazno breme, pravica do odškodnine, nadzor in sankcije.
  • Vloga inšpektorata za delo, organa za enakost in predstavnikov delavcev.
  • Prednostni ukrepi: posodobitev sistemizacije, vrednotenje delovnih mest, oblikovanje kategorij, revizija plač, ureditev meril in prenova zaposlitvenih postopkov.
  • Dokazila za utemeljitev plačnih odločitev, odgovorne osebe in izvedljiv načrt priprave po fazah.

8. Katere praktične primere bomo obravnavali?

  • Dve vsebinsko različni delovni mesti sta po vrednotenju enako zahtevni. Kako ju pravilno uvrstiti v kategorijo del enake vrednosti?
  • Plačilna vrzel pri osnovni plači znaša 10 odstotkov, pri bonusih pa 30 odstotkov. Kaj pokaže primerjava?
  • Zaposleni zahteva podatke o svoji plači in povprečnih ravneh plačil po spolu. Kdo pripravi odgovor in katere podatke sme prejeti?
  • Merilo za nagrado je zapisano nevtralno, v praksi pa slabše vpliva na zaposlene z določenimi odsotnostmi. Kdaj nastane tveganje posredne diskriminacije?
Prijava na webinar

Cilji izobraževanja

Po izobraževanju boste:

  • jasno ločili predvidene zahteve za vse delodajalce od obveznosti poročanja za delodajalce z najmanj 100 zaposlenimi
  • ocenili pripravljenost organizacije glede sistemizacije, vrednotenja delovnih mest in oblikovanja primerljivih kategorij delavcev
  • prepoznali pomanjkljivosti v plačnih modelih ter presodili, ali so merila za določanje plač, dodatkov, nagrad in napredovanja objektivna in spolno nevtralna
  • znali urediti postopek za obravnavo zahteve zaposlenega in pripravo odgovora v dveh mesecih
  • razumeli izračun povprečne in mediane plačilne vrzeli, variabilnega plačila in razporeditve po plačnih kvartilih ter presodili, kdaj so izpolnjeni pogoji za skupno oceno plačil
  • pripravili prednostni seznam dokumentov, postopkov in podatkov, ki jih mora organizacija urediti
Prijava na webinar

Osebni posvet

Osebni posvet s predavateljico Andrejo S. Koderman

Ob prijavi na webinar vam pripada 20 min osebno svetovanje s predavateljico Andrejo S. Koderman.
Na posvetu bo odgovorila na vsa vaša specifična vprašanja. Možne termine za posvet boste lahko rezervirali po izobraževanju.

Prijava na webinar

Komu je namenjeno izobraževanje

Izobraževanje priporočamo:

  • kadrovskim strokovnjakom in vodjem kadrovskih služb
  • direktorjem, članom poslovodstva in vodjem organizacijskih enot
  • pravnikom in strokovnjakom za delovna razmerja
  • računovodjem, strokovnjakom za obračun plač in kontroling
  • strokovnjakom za sistemizacijo, vrednotenje delovnih mest, plače in nagrajevanje
  • predstavnikom delavcev ter drugim, ki sodelujejo pri zaposlovanju, določanju plač in napredovanju
Prijava na webinar

Cena izobraževanja s popusti

15 % popust do 15. septembra

Redna cena webinarja znaša 197 EUR (DDV ni vključen).
Če se prijavite do vključno 15. septembra vam pripada 15 % popust za zgodnjo prijavo.
Kotizacija s popustom tako znaša 167,45 EUR (DDV ni vključen).

Če se webinarja ne boste mogli udeležiti, vam bo na voljo posnetek predavanja.

Prijava vključuje:

  • izvedbo webinarja,
  • posnetek webinarja ter gradivo za prenos znanja v podjetju (prejmete po koncu webinarja),
  • odgovore na vaša konkretna vprašanja
  • 20-min individualni posvet z Andrejo S. Koderman, strokovnjakinjo na področju delovnopravne zakonodaje.

Izobraževanje bo potekalo:

Kdaj: sreda, 16. septembra 2026, od 10.00 do 12.30.
Kje: prek platforme Zoom (ob prijavi in plačilu boste prejeli povezavo do webinarja).

Prijava na webinar
Prijava na webinar

Izjave udeležencev

Predavatelj

Andreja S. Koderman

Deluje pod okriljem blagovne znamke Andreja Consulting in že več kot 20 let svetuje na področju razvoja človeških virov in optimizacije kadrovskih procesov.

PODROBNO

Prijava na webinar – Preglednost plačil po Direktivi (EU) 2023/970 – kaj morajo delodajalci urediti?

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