The paper deals with the analysis of salaries and their importance within the system of rewarding public sector employees. Salaries and monetary rewards have been found to remain the strongest motivating factor today. That is why it is important to have a quality salary system and employee reward programs. Regardless of the activity and job, every employee should have the opportunity to be rewarded for their exceptional work and effort. If the employee is not satisfied with the salary and reward opportunities, he will not give his maximum in the workplace, which will be reflected in the results of the company or organization. The public sector mostly provides non-standardized services, so evaluation and rewarding may also meet certain specifics. Nonetheless, salary and remuneration systems need to be well defined. As part of the paper, an analysis of the salary and remuneration system was performed on the example of the HEP Group. The amount of salary depends on the job, education, and years of service. In addition, an employee may be paid a cash reward for his or her above-average performance, as a salary supplement for a period of twelve months or as a one-off bonus. There are also monetary rewards for innovation, invention and technical achievement, severance pay, etc. Intangible compensations are mostly related to opportunities for education and training, so the remuneration system is mostly material. Regardless of that, it can be assessed as quality because it has a motivating effect on employees and gives everyone the opportunity to be rewarded for their extra effort and effort. A comparison of the salary and remuneration system in HEP d.d. with other entities in the same industry, which showed that HEP d.d. according to the paid average compensations of expenses, gifts, and grants to employees, can also compete with other large entities in the industry, including those from the private sector.