What This Means for Your Business
Poland’s approach focuses on three immediate requirements for employers:
- Salary Disclosure in Job Postings: You must include either a specific salary or salary range in all job advertisements, based on objective, gender-neutral criteria. If omitted from the initial posting, this information must be provided before interviews or job offers.
- Inclusive Job Advertising: All job advertisements and titles must use gender- neutral, inclusive language.
- Recruitment Process Changes: You cannot ask job candidates about their previous or current salary during the hiring process.
These requirements take effect six months after publication.
The Broader EU Framework
The original Directive envisioned more extensive transparency rights, including employee access to pay progression data and gender-based pay comparisons. It also required stronger enforcement mechanisms and dedicated monitoring bodies—elements largely absent from Poland’s current implementation.
Looking Ahead
Poland’s measured approach may evolve before the EU’s implementation deadline of 7 June 2026. For now, the changes represent manageable compliance requirements rather than fundamental shifts to pay transparency practices.
Next Steps for Members
Review your current job posting templates and recruitment processes to ensure compliance when the law takes effect.
Dariusz Zimnicki, Partner at ZL LEGAL Legal Advisors, contributed to this review.
