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Salary transparencyin Polandhas become an increasingly important topic in recent months, both in Polish public debate and among employers. Specific legislative measures are underway to enhance salary transparency and reduce pay inequalities, especially those based on gender.
On 9 May 2025, the Polish Parliament adopted amendments to the Labour Code, introducing new rules for employers. These changes include a requirement to disclose salary information during the recruitment process, reinforcing the principle of equal pay for equal work.
The Act was signed by the President on 18 June 2025 and will enter into force on 24 December 2025.
Under the new law, employers in Poland will be required to inform job candidates about the salary level for a given position. This includes:
The salary disclosed must reflect either the exact initial offer or a clear salary range. Importantly, the remuneration must be based on objective and non-discriminatory criteria. Salary ranges like PLN 5,000–15,000 will be considered too vague and will not meet the new legal standard for transparency.
The goal of the amendment is to improve salary transparency in Poland by reducing uncertainty, supporting equal treatment, and enabling fair negotiations between employers and candidates.
To support salary transparency, the law also introduces provisions that require:
For example, job titles should use both masculine and feminine forms, such as “specjalista/specjalistka” in Polish.
Additionally, employers will no longer be allowed to ask candidates about their current or past salaries. This rule supports the principle that remuneration should be determined by the value of the position, not by a candidate’s salary history.
Although the new law does not introduce separate penalties, it reinforces existing regulations under Article 183d of the Polish Labour Code. A candidate who experiences unequal treatment related to salary transparency can claim compensation of no less than the statutory minimum wage.
To succeed in such a claim, the candidate only needs to demonstrate the likelihood of a violation. The burden of proof then shifts to the employer.
While the current Polish law does not directly implement EU Directive 2023/970 on pay transparency, it is aligned with its goals. The focus of the Polish act is limited to the recruitment stage, but it reflects broader European trends toward greater pay equity and transparency.
The Polish Ministry of Family, Labour and Social Policy, along with the Codification Committee, have endorsed this approach.
To comply with the new rules, employers in Poland should:
Accace Legal offers professional support to companies implementing salary transparency in Poland. Our experts help align recruitment practices with legal requirements while ensuring compliance with GDPR and other regulations. Contact us to learn how we can support your organisation in adapting to the new salary disclosure obligations.
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