Pay Transparency in Poland – New Obligations for Employers

Pay transparency is gradually becoming one of the key elements of labor law in Poland. Certain provisions in this area entered into force as early as late 2025, while additional obligations for employers take effect in the first half of 2026. These changes are linked to the implementation of European Union regulations concerning pay equality.

What Has Already Been in Force Since Late 2025?

As of December 2025, employers have been required to apply the first measures related to pay transparency. These changes primarily concern the recruitment stage and the manner in which information about remuneration is communicated to job candidates.

In practice, this includes, inter alia:

• an obligation to disclose information on remuneration or a remuneration range in job advertisements or prior to the commencement of the recruitment proces,
• a prohibition on asking candidates about their previous remuneration.

New Employer Obligations in the First Half of 2026

In 2026, the scope of obligations related to pay transparency is expanded. Employers are required to take additional measures intended to enable an assessment of whether the remuneration systems in place comply with the principle of equal pay.

The new regulations provide, inter alia, for:

• an obligation to make information available to employees on the criteria used to determine remuneration and promotions,
• the right of employees to obtain information on average remuneration levels, broken down by gender, for comparable positions;
• a requirement to demonstrate that any differences in remuneration are objectively justified.

Pay Transparency and Equal Pay

The regulations being introduced are directly linked to the principle of equal pay for women and men. Employers will be required to be prepared to analyze remuneration structures and to justify pay differences on the basis of objective criteria, such as qualifications, experience, or the scope of responsibilities.

Significance of the Changes for Employers and Employees

The new regulations on pay transparency affect both the situation of employees and the manner in which employers manage their remuneration policies. For employees, they provide broader access to information on remuneration principles, while for employers they entail the need to adjust internal procedures to meet the new legal requirements.

Would You Like to Assess How the New Pay Transparency Regulations Affect Your Organization?

The implementation of pay transparency obligations may require adjustments to recruitment procedures, remuneration policies, and internal documentation. Contact our experts to discuss the scope of the applicable regulations, their practical implications, and potential compliance measures in line with the current labor law framework.