ADVERTISING RULES – PRACOŠ.SK

Last updated: 6 October 2026

These Advertising Rules govern the conditions for publishing job offers on the Pracoš.sk portal.

The Advertising Rules supplement the Terms and Conditions of Pracoš.sk. By publishing a job offer, the Employer confirms that it will comply with these Rules.

The Portal is operated by:

Webian s.r.o.
Dubová 426/5A
080 05 Teriakovce
Slovak Republic

Company ID No.: 52 975 380
Commercial Register of the District Court Prešov
Section: Sro
Insert No.: 53615/P

1. WHO MAY ADVERTISE

A job offer may be published on Pracoš.sk by a registered Employer.

An Employer may include, in particular:

• an employer recruiting employees for itself,
• a recruitment or employment agency,
• an employment intermediary,
• another entity authorised to offer an employment opportunity.

The person publishing a job offer must be authorised to act on behalf of the relevant Employer or must have the Employer’s consent to publish the job offer.

Pracoš.sk may verify the identity of the Employer, its existence and the authority of the person acting on its behalf.

2. WHAT CONSTITUTES A JOB OFFER

A job offer must represent a genuine and current offer of employment, temporary work or another permitted form of work.

The advertisement must be published with a genuine intention to fill the advertised position.

A job advertisement must not be used solely to promote a company, collect contact details, advertise products or services, or for another purpose unrelated to recruitment.

3. REQUIRED AND EXPECTED CONTENT OF A JOB OFFER

A job offer must be truthful, comprehensible and sufficiently specific.

It must contain all information required by applicable law.

A job offer should include, in particular:

• job title,
• identification of the Employer,
• place of work or information that the work is remote,
• description or scope of work,
• basic requirements for the Applicant,
• type of employment or similar relationship,
• remuneration information to the extent required by law,
• other material conditions necessary for the Applicant to assess the employment opportunity.

Where applicable law requires disclosure of the basic salary component, the Employer must state it in the job offer.

Information contained in a job offer must not create a false or misleading impression regarding the position, remuneration, working hours, place of work or other material conditions.

4. ACCURACY AND CURRENT INFORMATION

The Employer is responsible for the accuracy and current validity of the job offer.

In particular, the Employer must not:

• advertise a non-existent position,
• state false remuneration,
• conceal a material condition of the work in a manner capable of misleading an Applicant,
• advertise a different position from the one actually offered,
• present an employment relationship as self-employment or another form of cooperation where the actual conditions do not correspond to the information stated,
• use the name or identity of another Employer without authorisation.

If the position is no longer available, the Employer must deactivate or remove the job offer.

5. PROHIBITION OF DISCRIMINATION

Job offers must comply with the principle of equal treatment and applicable anti-discrimination legislation.

Without a lawful and objectively justified reason, a job offer must not discriminate against Applicants or restrict access to employment on the basis of characteristics protected under applicable law.

Requirements imposed on Applicants must be reasonably related to the nature or conditions of the work.

Pracoš.sk may remove a discriminatory requirement or reject or block the relevant job offer.

6. PROHIBITED JOB OFFERS

The following are prohibited on Pracoš.sk in particular:

• false or fraudulent job offers,
• offers of unlawful work,
• offers leading to illegal employment,
• pyramid or chain schemes presented as employment opportunities,
• MLM offers whose principal purpose is recruiting additional members or requiring the purchase of products,
• offers such as “earn money from home”, “easy income”, “high income with no experience” and similar offers without a clear explanation of the actual work,
• offers where the actual nature of the work is disclosed only after the Applicant contacts the Employer and the advertisement itself does not provide basic information about the work,
• offers requiring an unlawful or unreasonable upfront payment from an Applicant as a condition for obtaining work,
• offers whose main purpose is to sell goods or services to the Applicant,
• offers of sexual or erotic services,
• offers involving unlawful activities,
• offers infringing third-party rights,
• discriminatory job offers,
• job offers falsely presented as being made by another company or person,
• content intended to obtain personal data without authorisation,
• content containing fraudulent links, malware or other security threats,
• content contrary to applicable law or generally accepted standards of conduct.

Payment for advertising or an Additional Service does not create a right to publish a prohibited job offer.

7. FEES CHARGED TO APPLICANTS

A job offer must not create a misleading impression that an Applicant must pay a fee to Pracoš.sk or to the Employer merely for the opportunity to apply for a job.

Where a particular lawful cost is associated with the offered activity, the Applicant must be clearly informed about its existence and nature.

Pracoš.sk may reject a job offer where there is reasonable suspicion that its main purpose is to collect money from Applicants rather than genuinely recruit workers.

8. RECRUITMENT AGENCIES AND INTERMEDIARIES

A recruitment agency or employment intermediary may publish job offers only if it carries out its activities in accordance with applicable law.

Where applicable law requires a licence, registration or other authorisation for the relevant activity, the advertising entity must hold such authorisation.

Pracoš.sk may request evidence of the relevant authorisation.

An agency or intermediary must not create a false impression that it is the direct Employer where this is not the case.

9. WORK ABROAD

A job offer for work outside the Slovak Republic must clearly specify the country or place of work.

The Employer must provide truthful information about the conditions of working abroad.

Where a permit, visa, professional qualification or another specific requirement is necessary to perform the work, the Employer must not provide misleading information about that requirement.

Pracoš.sk may require additional verification of the Employer or the job offer, particularly where there is an increased risk of fraud or exploitation of Applicants.

10. ONE OFFER – ONE EMPLOYMENT OPPORTUNITY

A job offer must be categorised according to its actual content.

An Employer must not intentionally publish the same job offer repeatedly for the purpose of artificially increasing its visibility or circumventing paid promotion.

Pracoš.sk may:

• merge duplicate job offers,
• deactivate them,
• remove them,
• or retain only one of them.

Reasonable separate offers for different locations, positions or materially different working conditions do not necessarily constitute duplicates.

11. CHANGING AN EXISTING OFFER

The Employer may edit a job offer during its validity period to the extent permitted by the Portal.

An existing job offer must not, however, be changed into a completely different position for the purpose of avoiding the price of a new advertisement or circumventing the Portal’s rules.

A material change may include, in particular, a change to:

• the type of position,
• the essential nature of the work,
• the Employer,
• or another element as a result of which the advertisement no longer concerns the originally published employment opportunity.

In such a case, Pracoš.sk may require the creation of a new job offer.

12. TEXT OF A JOB OFFER

The text must be comprehensible and must reasonably constitute a job offer.

A job offer must not be used in particular for:

• lists of unrelated keywords,
• hidden advertising,
• promotion of unrelated products or services,
• redirecting Users to fraudulent or dangerous websites,
• manipulation of search results.

The title of the job offer must reasonably describe the position being offered.

Pracoš.sk may modify formatting, category placement, excessive use of capital letters or other formal elements without changing the material meaning of the offer.

13. PHOTOGRAPHS, LOGOS AND OTHER CONTENT

The Employer may use only photographs, logos, texts and other content for which it holds the necessary rights.

In particular, it is prohibited to use without authorisation:

• another company’s logo,
• another Employer’s photographs,
• copyrighted texts,
• trademarks,
• personal data or images of third parties without appropriate authorisation.

The Employer is responsible for the content it uploads to the Portal.

By uploading content, the Employer grants Webian s.r.o. a non-exclusive, royalty-free right to use such content to the extent necessary to publish, technically process and promote the relevant job offer and Pracoš.sk Service.

14. PERSONAL DATA IN ADVERTISEMENTS

The Employer must not publish personal data of third parties in a job offer without a lawful basis.

Where the Employer publishes the name, telephone number, email address or other personal data of a contact person, the Employer is responsible for ensuring that it is authorised to use and publish such data for that purpose.

A job offer must not contain personal data of Applicants or other persons that is unrelated to its purpose.

15. APPLICANT APPLICATIONS

An Application submitted through Pracoš.sk is intended for the Employer that published the relevant job offer.

Through an Application, the Employer may receive in particular:

• first name and surname,
• telephone number,
• email address,
• CV,
• attachments,
• cover message.

The Employer must protect the information received against unauthorised access and use it only for lawful purposes.

Applicant information must not be sold, publicly disclosed or used for unsolicited advertising.

Further details are provided in the Privacy Policy and the Data Processing Terms pursuant to Article 28 GDPR.

16. REVIEW AND APPROVAL OF JOB OFFERS

Pracoš.sk may review job offers by automated or manual means.

Review of a job offer does not mean that Pracoš.sk assumes responsibility for its content or guarantees the accuracy of all information provided by the Employer.

Pracoš.sk may request that the Employer:

• provide additional information,
• correct the job offer,
• verify its identity,
• verify the company,
• demonstrate authority to act on behalf of the Employer,
• demonstrate authorisation to operate as a recruitment agency or employment intermediary.

Until verification is completed, a job offer may remain unpublished or be temporarily suspended.

17. REJECTION OR REMOVAL OF A JOB OFFER

Pracoš.sk may:

• refuse to publish a job offer,
• return it for correction,
• temporarily suspend it,
• restrict its visibility,
• remove it,

where the job offer violates applicable law, the Terms and Conditions or these Advertising Rules.

In the event of a serious violation, the offer may be removed without prior notice.

In the event of repeated or serious violations, Pracoš.sk may restrict, suspend or terminate the Employer’s User Account.

Payment for a job offer or Additional Service does not create a right to continued publication of unlawful or prohibited content.

18. PAID PROMOTION OF JOB OFFERS

Where Pracoš.sk provides paid promotion of job offers, its price, duration and basic method of operation will be stated when ordering the Service or in the current Price List.

Promotion may affect, in particular:

• the position of the job offer,
• its visual highlighting,
• designation of the offer,
• or another form of increased visibility.

Paid promotion does not guarantee a specific number of views, Applications or the recruitment of a suitable Applicant unless Pracoš.sk expressly states otherwise for a particular Service.

Promotion does not exempt a job offer from compliance with these Rules.

19. PROHIBITION OF SCRAPING AND AUTOMATED ABUSE

Without the prior consent of Webian s.r.o., it is prohibited in particular to:

• systematically extract job offers by automated means,
• copy the Pracoš.sk database,
• automatically collect contact information,
• obtain Applicant data,
• use non-public APIs,
• circumvent technical protection measures,
• automatically create or submit job offers in a manner not authorised by Pracoš.sk,
• place an unreasonable load on the Portal’s infrastructure through automated means.

This does not affect lawful rights of internet search engines or other uses that cannot legally be prohibited.

20. REPORTING A PROBLEMATIC JOB OFFER

A User may report a job offer that they believe:

• is fraudulent,
• is unlawful,
• is discriminatory,
• contains false information,
• impersonates another company,
• requires a suspicious payment,
• misuses personal data,
• or otherwise violates the Pracoš.sk rules.

A report may be submitted through the Report offer function or through the Pracoš.sk contact channel.

Reports of illegal content are also subject to the relevant provisions of the Terms and Conditions and applicable DSA requirements.

21. EMPLOYER’S RESPONSIBILITY

The Employer is responsible for the job offer and the information contained in it.

The Employer is responsible in particular for:

• accuracy of information,
• lawfulness of the offer,
• compliance with employment legislation,
• compliance with anti-discrimination rules,
• authorised use of photographs, logos and texts,
• lawful processing of Applicant personal data.

Pracoš.sk is a platform facilitating contact between Employers and Applicants and is not a party to any subsequent employment or other contractual relationship between them.

22. CHANGES TO THESE RULES

Webian s.r.o. may update these Advertising Rules in particular as a result of:

• changes in applicable law,
• new forms of fraud or abuse,
• changes to Pracoš.sk functionality,
• introduction of new Services,
• measures necessary to improve the security of Applicants and Employers.

The current version will be available on Pracoš.sk.

Material changes affecting existing paid Services will be applied in accordance with the Terms and Conditions.

23. RELATED DOCUMENTS

Depending on the circumstances, use of Pracoš.sk is also governed by:

Terms and Conditions
Privacy Policy
Cookie Policy
Data Processing Terms pursuant to Article 28 GDPR
Price List

In the event of a conflict between these Advertising Rules and the Terms and Conditions, the Terms and Conditions shall prevail unless the nature of a particular provision clearly requires otherwise.

OPERATOR

Webian s.r.o.
Dubová 426/5A
080 05 Teriakovce
Slovak Republic

Company ID No.: 52 975 380
Commercial Register of the District Court Prešov
Section: Sro
Insert No.: 53615/P

Email: [ADD CONTACT EMAIL]

Last updated: 6 October 2026