• The legislative goal in Poland mirrors the European Union’s Pay Transparency Directive’s core objectives: reducing gender‑based pay discrimination by making pay systems more transparent and comparable.
• Further measures covering employee information rights and gender pay gap reporting are expected by 7 June 2026 in line with the Directive’s implementation deadline.
• While legislation is still to be finalised, it is likely that noncompliance will result in administrative fines.

From 24 December 2025, employers recruiting in Poland must meet specific transparency standards at the candidate stage:

• Provide the proposed remuneration for the role (either a specific amount or a range) based on objective, gender‑neutral criteria, together with any relevant pay provisions from collective bargaining agreements or remuneration regulations. This information must be provided in writing, through paper or electronic form, and with sufficient time to allow informed negotiations. Employers may include this information in the job advertisement, provide it before an interview where there was no job advertisement, or at the latest, before an employment relationship is established.
• Use gender‑neutral job titles and ensure job vacancy notices and recruitment processes are conducted in a nondiscriminatory manner.
• Do not ask candidates about their current or previous pay. Questions about salary history will be unlawful under the amended Labour Code. However, employers may ask about salary...

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