Last updated 2025-08-22
Quick overview
Polish law guarantees equal pay for equal work, but unlike many EU countries, Poland currently has no legal obligation for employers to assess or report on gender pay gaps. The Labour Code enshrines equal treatment and prohibits discrimination, yet there are no national reporting requirements.
This is about to change. With the EU Pay Transparency Directive (Directive 2023/970), Poland will need to introduce far-reaching pay transparency and reporting obligations. Employers should prepare for new rules that will come into force gradually between 2026 and 2031, depending on company size.
Reporting requirements
Which companies must report?
At present, no companies in Poland are required to report on gender pay gaps.
What information needs to be reported?
Not applicable.
When and where to send the data?
Not applicable.
Who can see the results?
Not applicable.
Equal pay laws
Polish Labour Code provisions guarantee equal treatment and prohibit gender-based pay discrimination.
Article 112 establishes equal rights for men and women performing the same duties.
Article 183c confirms employees are entitled to equal pay for equal work or work of equal value.
Employers must apply objective and gender-neutral criteria when setting pay.
Employee rights
Employees who experience discrimination may seek compensation in court. Key points:
Compensation cannot be lower than the statutory minimum remuneration (PLN 4,666 from January 2025).
There is no maximum limit on compensation — courts decide based on the severity of the case.
Employees can challenge discriminatory job advertisements and employment conditions.
Risks of non-compliance
Currently, the main risk is discrimination litigation with compensation awards.
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive introduces:
Pay range disclosure in job postings or before interviews
A ban on asking about candidates’ salary history
A right for employees to request pay data
Mandatory gender pay gap reporting by company size
Joint Pay Assessments when unexplained pay gaps persist
Prohibition of pay secrecy clauses
How Poland is likely to apply them
Poland has already taken first steps. In June 2024, Parliament passed amendments requiring employers to disclose salary ranges during recruitment. This will enter into force six months after publication.
In June 2025, a reworked Act was passed to transpose parts of the Directive. The Act will take effect by December 2025, focusing on pay transparency in recruitment and employment contracts. Full gender pay gap reporting obligations are expected to be added in 2026 to meet the Directive’s deadlines.
FAQ
Do employers in Poland currently need to report gender pay gaps?
No. Reporting obligations will only arise with the EU Directive from 2026 onward.
Can employers still use pay confidentiality clauses in contracts?
Yes, but their enforceability is questionable and they will be banned once the Directive is transposed.
Will employees be able to ask for pay data?
Yes. From 2026, employees will have the right to request information on their pay level and average pay levels for comparable roles.
Which regulator will oversee compliance?
Most likely the State Labour Inspectorate, but Poland has not yet confirmed the enforcement body.
Helpful resources
Polish Labour Code (Articles 112, 183b, 183c)
EU Directive 2023/970 on Pay Transparency
Ministry of Family, Work and Social Policy – legislative updates
State Labour Inspectorate (Państwowa Inspekcja Pracy)
