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Poland: equal-treatment changes start on 5 November; wider pay-transparency bill remains draft

4 November 2026 Partly in force Partly in force

An enacted Labour Code amendment changes equal-treatment remedies, proof and prevention from 5 November 2026. Poland’s broader UC127 information, reporting and joint-assessment duties remain proposed.

What changed

Our review identified the published Act of 19 June 2026 (Dz.U.2026/1046), effective 5 November. It revises equal-treatment remedies, provides a minimum three-times-minimum-wage nonpecuniary award for multiple discrimination, codifies a conditional burden of proof and requires systematic prevention. Employers have six months to adapt internal rules; the new dedicated-rule provision covers employers with at least ten employees. Separately, the reviewed 29 April UC127 draft uses an ordinary reporting deadline of 31 March, with special first-report dates of 7 June 2027 for 150+ and 7 June 2031 for 100–149. The latter remain draft dates with an unresolved commencement conflict.

What it means for employers

Review equal-treatment procedures for the enacted amendment and its six-month transition. Keep recruitment controls already in force. Prepare UC127 data and workflows as proposals; verify the latest official text, final reporting rules and commencement before scheduling broader pay-transparency duties.

Sources

This update is maintained by Evenpay from official primary sources. It is general information, not legal advice, and describes the position on the date shown.