Czechia Salary Benchmark Report 2027
Czechia's manufacturing heritage, anchored by a large automotive sector, still drives the bulk of industrial hiring in 2026, but Prague and Brno have built a genuine reputation as regional IT and business-services hubs. Engineers and automotive specialists remain in high demand, while tech salaries have climbed enough to rival those in higher-cost EU neighbors.
EU Pay Transparency Directive
Czechia
Deadline Missed
Czechia missed the EU deadline of 7 June 2026. Will your salaries pass the test?
Czechia Salary Benchmark by Department
Administrative Support Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
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Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
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Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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| Administrative Coordinator |
686k - 784k CZK (28k - 32k €)
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759k - 833k CZK (31k - 34k €)
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784k - 857k CZK (32k - 35k €)
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| Administrative Manager |
1151k - 1519k CZK (47k - 62k €)
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1323k - 1788k CZK (54k - 73k €)
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1543k - 2131k CZK (63k - 87k €)
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View Position |
| Office Administrator |
833k - 1029k CZK (34k - 42k €)
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882k - 1053k CZK (36k - 43k €)
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1004k - 1176k CZK (41k - 48k €)
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View Position |
| Office Coordinator |
833k - 931k CZK (34k - 38k €)
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857k - 955k CZK (35k - 39k €)
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882k - 955k CZK (36k - 39k €)
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View Position |
| Payroll Administrator |
612k - 735k CZK (25k - 30k €)
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759k - 857k CZK (31k - 35k €)
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759k - 906k CZK (31k - 37k €)
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View Position |
| Payroll Consultant |
- (-)
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1029k - 1176k CZK (42k - 48k €)
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857k - 955k CZK (35k - 39k €)
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View Position |
| Payroll Manager |
1298k - 1666k CZK (53k - 68k €)
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1372k - 1739k CZK (56k - 71k €)
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1372k - 1764k CZK (56k - 72k €)
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View Position |
Consulting And Advisory Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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|---|---|---|---|---|
| Advisor | View Position | |||
| Analyst | View Position | |||
| Consultant | View Position |
Customer Support Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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| Customer Service Representative | View Position | |||
| Customer Service Specialist | View Position |
Design, Media, And Writing Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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|---|---|---|---|---|
| Design Manager | View Position | |||
| Designer | View Position | |||
| Game Designer | View Position | |||
| Graphic Designer | View Position | |||
| Translator | View Position | |||
| User Experience Designer | View Position | |||
| User Interface Designer | View Position | |||
| Visual Designer | View Position | |||
| Web Designer | View Position |
Engineering And Technical Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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|---|---|---|---|---|
| Architect | View Position | |||
| Electrical Engineer | View Position | |||
| Electronics Engineer | View Position | |||
| Engineer | View Position | |||
| Mechanical Engineer | View Position | |||
| Process Engineer | View Position | |||
| Project Engineer | View Position | |||
| Test Engineer | View Position | |||
| Validation Engineer | View Position |
Finance Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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|---|---|---|---|---|
| Accountant | View Position | |||
| Accounting Specialist | View Position | |||
| Claims Manager | View Position | |||
| Finance Analyst | View Position | |||
| Finance Manager | View Position | |||
| Investment Analyst | View Position | |||
| Investment Manager | View Position | |||
| Procurement Manager | View Position | |||
| Procurement Specialist | View Position | |||
| Sustainability Consultant | View Position | |||
| Tax Accountant | View Position | |||
| Tax Analyst | View Position | |||
| Tax Manager | View Position |
Human Resources Salary Bands
| Position |
SMEs
SMEs refer to micro, small and medium-sized companies, ranging from very small teams to organizations with up to 250 employees. These companies typically have more limited resources than large organizations and may be in earlier stages of development. As a result, salary bands in SMEs tend to be lower on average, though this varies by sector and maturity. To compensate, SMEs may offer greater flexibility or performance, and equity-based compensation.
|
Startups
Startups are companies in a growth-oriented phase, usually operating in the Information Technology sector. Their funding ranges from $20M to over $100M, indicating strong financial backing and potential for rapid expansion. Salary bands in startups are generally competitive, often including a mix of base salary, bonuses, and stock options to attract and retain talent in a highly competitive market.
|
Corporates
Corporates are large-scale companies with 10,001+ employees. These organizations are well-established and typically have stable revenue streams. Salary bands in corporates tend to be structured and predictable, reflecting seniority levels, formal HR policies, and standardized compensation frameworks.
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|---|---|---|---|---|
| Benefits Administrator | View Position | |||
| Benefits Advisor | View Position | |||
| Human Resources Business Partner | View Position | |||
| Human Resources Generalist | View Position | |||
| Human Resources Manager | View Position | |||
| Human Resources Specialist | View Position | |||
| Recruiter | View Position |
Czechia missed the EU deadline of 7 June 2026. Will your salaries pass the test?
Benchmarks show you what the market pays. The Directive decides what you will have to justify: salary ranges for candidates, gender pay gap reporting and objective pay criteria. Get ahead with our Czechia guide to obligations, deadlines and penalties.
Frequently Asked Questions
Common questions about the Czechia salary data.
TalentUp benchmarks 112 roles in Czechia across 12 departments, each one split between SMEs, Startups and Corporates.
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