Since 24 December 2025, employers hiring in Poland must tell candidates the pay for a role and may no longer ask about their previous salary. This is the first stage of implementing the EU Pay Transparency Directive (2023/970).
A second stage, covering pay reporting, job evaluation and employees’ right to pay information, is on its way. This guide explains what applies now, what is coming and where global hiring processes often go wrong.
Key facts
- 24 December 2025Recruitment pay transparency rules in force in Poland
- Pay up frontSalary or salary range must be given to candidates before the contract is signed
- No salary historyEmployers may not ask about current or previous pay
- Neutral wordingJob titles and adverts must be gender-neutral
- FinesBreaches are offences under the Labour Code, punishable by a fine
- From 2027Pay gap reporting under the directive for employers with 150 or more staff
What applies since December 2025
The amended Labour Code sets three rules for recruitment:
| Rule | What it means in practice |
|---|---|
| Pay information | Give the starting salary or a salary range, based on objective, gender-neutral criteria. It can be in the job advert, before the interview or at the latest before the contract is signed, in time for the candidate to negotiate on an informed basis |
| No salary history | Do not ask candidates about their current or previous pay |
| Neutral language | Use gender-neutral job titles and adverts, and run a non-discriminatory process |
The rules apply to recruitment for employment contracts (umowa o pracę) and to every employer, whatever its size.
The ban on salary history questions
Interviewers used to ask for current pay to benchmark an offer. In Poland this is no longer allowed, whether in an interview, an application form or a screening call.
Hiring managers should focus on the skills the role needs and the budget already set for it. This means reviewing global interview guides, application forms and recruiter training, not only job adverts.
What comes next
The rest of the directive had to be implemented by 7 June 2026. Poland is preparing a second law to cover it. Under the directive, employers will need to:
- group jobs by equal value using objective, gender-neutral criteria,
- give employees, on request, information on average pay for their category of work, broken down by gender,
- drop confidentiality clauses that stop employees discussing their pay, and
- report on the gender pay gap, depending on headcount.
| Employees | Pay gap reporting under the directive |
|---|---|
| 250 or more | Every year, first report by 7 June 2027 (for 2026) |
| 150 to 249 | Every 3 years, first report by 7 June 2027 |
| 100 to 149 | Every 3 years, first report by 7 June 2031 |
If the gap in any category is 5% or more and cannot be justified, the employer must carry out a joint pay assessment with employee representatives. Dates in Poland depend on the final Polish law, but larger employers should already be collecting 2026 pay data.
Where global hiring processes fall short
Many international companies recruit in Poland through global hiring platforms or centralised EOR providers that use standard templates and applicant tracking systems. If those systems are not updated for Polish law, the risk sits with you.
- Application forms that still ask for current salary.
- Job adverts published without a salary range or with gendered job titles.
- Recruiters outside Poland who follow a global interview script.
These gaps usually go unnoticed until a candidate complains or an inspection takes place.
Fines and other risks
- Fines. Breaching the recruitment rules is an offence under Article 281 of the Labour Code, punishable by a fine. The Labour Inspectorate (PIP) can check compliance.
- Discrimination claims. A candidate can claim compensation for unequal treatment. In pay discrimination cases, the burden of proof moves to the employer.
- Responsibility stays with you. Using a third-party provider does not transfer the legal liability.
Checklist for employers
Job adverts
Include a salary range and use gender-neutral job titles in every Polish advert.Forms and systems
Remove salary history fields from application forms and applicant tracking systems.Interviewers
Brief everyone who interviews Polish candidates, including recruiters abroad.Pay structure
Start grouping roles by equal value and documenting pay criteria ahead of the reporting rules.Frequently asked questions
Do we have to publish the salary in the job advert?
Not necessarily. The pay information can be in the advert, given before the interview, or at the latest before the contract is signed. Putting it in the advert is the simplest way to comply.
Can a candidate tell us their current salary voluntarily?
Yes. The ban is on asking for it. You should not use it to set pay below the range you set for the role.
Do the rules apply to B2B contractors?
The Labour Code rules cover recruitment for employment contracts. Using gender-neutral adverts and clear pay ranges is still good practice for all roles.
Recruiting in Poland?
Our Kraków-based team runs recruitment and employment for you under Polish law, from compliant job adverts to contracts and payroll, through our Employer of Record service.
Based on the Polish Labour Code as amended from 24 December 2025 and EU Directive 2023/970 on pay transparency. Details of the second stage depend on the final Polish legislation. This guide is general information and not legal advice.
