An act partially implementing the Pay Transparency Directive has been published and will enter into force in Poland on 24 December this year.

The act focuses on the pay transparency aspects of the Directive. Implementation details for aspects of the Directive relating to job evaluation and reporting are still awaited, with the government indicating that it intends to present a more comprehensive bill following the conclusion of the work by its working group by the end of 2025.

In the meantime, here is what we know so far about how Poland will implement transparency in relation to salaries and recruitment information and what this means for employers and recruiters.

Key Provisions in the New Legislation:

Steps That Employers Can Take Now To Prepare for Compliance With the New Transparency Legislation:

1. Review advertisements and job titles used in the company and ensure that these are gender-neutral.
2. Prepare a standard template for use in hiring processes which lists out all elements of remuneration and work-related benefits. The template should also contain an extract from the applicable regulations or collective bargaining agreement which sets out the rules for remuneration in the company.
3. Train Talent Acquisition teams and managers with involvement in recruitment on the new requirements. Ensure any questions about current or previous pay are taken out of the standard interview process and ensure relevant personnel are aware that such questions will become unlawful under...

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