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Pay transparency in Poland

Partly in force Last updated 4 November 2026

  • Pay information requests Partly in force

    Own pay level and sex-disaggregated average pay levels for workers performing the same work or work of equal value (proposed under UC127).

    Check the scope of what has commenced.

    What this means in practice

  • Time to respond Without undue delay, at most 30 days for initial information and clarification (proposed)

    Every request starts a clock. Answering one needs pay structures and equal-value groupings that already exist.

  • Salary history questions are banned

    Applicants learn the pay range before the interview, and employers may not ask what they earn today.

Poland has moved in two stages. Recruitment-stage pay transparency rules are already in force, effective from 24 December 2025, under the Act of 4 June 2025 amending the Labour Code. A wider equal-pay bill, known as UC127, would add reporting duties, an employee pay-information right and joint pay assessments, but it is still pending and not yet law.

The enacted piece covers what happens before someone signs an offer: pay ranges shared with candidates, a ban on asking about salary history, gender-neutral job titles and nondiscriminatory recruitment practices. It does not yet touch what happens after someone joins, such as ongoing reporting or comparator pay information for existing staff.

For now, it helps to think of Poland as two separate tracks: the recruitment rules that already apply to you, and the UC127 package that you should watch closely without treating it as binding.

The measure

Law or measure
Recruitment-transparency Act of 4 June 2025; equal-treatment Labour Code amendment of 19 June 2026; broader UC127 equal-pay bill pending
Core obligations start
24 Dec 2025 (recruitment rules)
Who is covered
Adopted recruitment duties apply broadly; the remaining pay-structure, information and reporting duties are pending

What the law requires

How Poland differs from the Directive

Recruitment rules live since 24 December 2025. Separate enacted equal-treatment amendment Dz.U.2026/1046 starts 5 November 2026, with revised remedies, conditional proof and prevention; employers have six months to adapt internal rules. UC127 remains proposed: 30-day information replies; twelve paid months before request month; nominal contractual hours and specified benefit exclusions; below-50 progression criteria on request within 30 days. Ordinary reporting 31 March versus special first dates 7 June 2027 (150+) /2031 (100-149). JPA uses fixed September/October/November milestones.

What this means for employers

Because the recruitment rules are already in force, your hiring process needs attention now. That means job postings, interview practices and offer letters should reflect the new pay-range disclosure duty and the ban on asking about salary history. The rest of the picture, including reporting, employee pay information rights and joint pay assessments, is still shaped by a bill that has not passed, so none of it is mandatory yet.

  • Update hiring materials: build pay-range disclosure and the salary-history ban into job postings, recruiter scripts and offer letters.
  • Check job titles and criteria: make sure they are gender-neutral and based on objective factors, as the recruitment rules require.
  • Watch UC127, don’t act on it yet: it would introduce a pay information right, reporting from 100 employees, and a 5% pay-gap trigger for a joint pay assessment, but none of this is enacted.
  • Avoid premature builds: hold off finalizing reporting or joint pay assessment processes around numbers that could still change before UC127 passes.
  • Know who enforces what: the Ministry of Family, Labour and Social Policy and the National Labour Inspectorate oversee these rules, with the Commissioner for Human Rights acting as equality body.

Enforcement and open questions

Competent authority
Ministry of Family, Labour and Social Policy; National Labour Inspectorate
Equality body
Current Commissioner for Human Rights remains separate; UC127 proposes a Commission for Counteracting Discrimination in Employment under Article 18(3) of the equal-treatment Act.
Penalties
UC127 Article 59 proposes PLN 2,000-60,000 fines for specified job-evaluation, criteria/information, reporting, JPA/remediation and privacy-process failures. Article 16 separately voids pay-secrecy restrictions; Article 59 does not expressly list Article 16 as its own offence.
What could still change
Official UC127 project summary remains a draft; planned Q4 2026 Cabinet consideration is not adoption. Full 29 April 2026 operative DOCX re-read from previously supplied official file; live RCL dossier/direct files return 503, so latest-version/stage not certified. Six-month commencement conflicts with fixed 7 June 2027 first deadline and commencement-year data period. Final indicator regulation/template/GUS operation and specific litigation-cost protection remain unverified. Dz.U.2026/1046 is enacted but starts 5 November, not yet live on this 4 November review; reconcile its overlapping remedies/proof with any final UC127.

Common questions

Is Poland's pay transparency law already in force?

Part of it is. The recruitment-stage rules from the Act of 4 June 2025 are in force as of 24 December 2025. The broader equal-pay bill, UC127, which would cover reporting and employee pay-information rights, is still pending and not yet law.

What do Poland's recruitment pay transparency rules actually require?

Employers must give candidates the initial pay amount or range based on objective, gender-neutral criteria, and cannot ask about pay in the applicant's current or previous job. Job titles and recruitment practices also need to be gender-neutral and nondiscriminatory. These duties are already in force.

Will Poland require gender pay gap reporting?

Not yet. The pending UC127 bill proposes mandatory reporting starting at 100 employees, with the employer preparing the report through an IT tool made available by a monitoring body with support from Statistics Poland. No first reporting dates have been set yet.

What pay information would employees get under Poland's proposed rules?

UC127 proposes a right for workers to see their own pay level and sex-disaggregated average pay for people doing the same work or work of equal value. This right is not yet in force, it exists only as a proposal.

What would trigger a joint pay assessment in Poland?

UC127 proposes a 5% pay gap at category level as the trigger, along with additional cumulative conditions. This is a proposed rule, not an obligation currently in force.

Who enforces pay transparency rules in Poland?

The Ministry of Family, Labour and Social Policy and the National Labour Inspectorate are the competent authorities. The Commissioner for Human Rights serves as the equality body.

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Author

Karl Engelvuori

Co-founder, CEO

Karl Engelvuori is the co-founder and CEO of Evenpay. At Evenpay he leads sales, partnerships and thought leadership, helping European employers turn pay transparency from a compliance requirement into a competitive strength.

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