Employment Brief: Pay transparency in Poland

New rules for job applications

Starting 24 December 2025, new provisions of the Labour Code concerning pay transparency will enter into force.

Under the amended rules, employers will be required to inform job applicants about the remuneration for a given position, either by specifying the exact amount or by providing a defined salary range. Where applicable, employers must also disclose relevant details from collective bargaining agreements or internal remuneration policies. Pay levels must be determined using objective and gender-neutral criteria.

This information must be shared at one of the following stages: in the job advertisement, before the interview or prior to the conclusion of the employment contract. While employers may choose when to provide this information, it must be communicated early enough to allow candidates sufficient time to review and realistically negotiate the offer. Employers will also be required to ensure that job postings and titles are gender-neutral and that the recruitment process is free from discrimination.

In addition, the amendment restricts the scope of information employers may request from candidates. While employers may continue to inquire about a candidate’s work history, they will no longer be permitted to ask about previous salary levels.

The new provisions partially implement Directive (EU) 2023/970 of the European Parliament and of the Council. Other key obligations set out in the Directive, such as the employer pay gap reporting requirement and the duty to take corrective action when the gender pay gap exceeds 5% in a particular category of workers, have not yet been introduced into national law.