Pay transparency is a topic that has become increasingly important in recent years. The EU’s Wage Transparency Directive introduces a number of regulations aimed at equalising pay and reducing discrimination. What does this mean for employees and employers? What changes await the Polish labour market? In this article, we will analyse what wage openness looks like in Poland and how it will affect the future of employment.
Wage openness – what does it really mean?
Salary transparency is a concept whereby employers are obliged to provide salary information for specific positions. The aim of this is to provide equal opportunities for employees, eliminate pay inequalities and increase transparency in the labour market.
Currently, salary levels remain a taboo subject in many companies, with the result that employees do not always know whether their pay corresponds to market standards. The new regulations aim to change this – employers will be obliged to publish salary ranges in job offers and report on any pay gaps between employees.
The Disclosure of Pay Directive – key changes
In May 2023, the European Union adopted the Remuneration Transparency Directive, which aims to bring about pay equality between men and women and reduce financial discrimination.
The main features of the directive are:
- the obligation to publish salary ranges in job offers,
- the right of employees to information on the average pay for their position,
- regular reporting by companies on the pay gap (applicable to companies with at least 100 employees),
- the possibility for employees to seek redress when pay inequalities are identified.
Companies that do not comply with the new requirements may face financial sanctions. In addition, if an employee demonstrates that his or her salary was unfairly lower than that of a colleague in a similar position, the burden of proving the reasonableness of the pay gap lies with the employer.
Earnings disclosure in Poland – what will change?
In Poland, the topic of earnings disclosure has been controversial for years. Although some companies already practice publishing salary ranges in job offers, it is not yet common practice.
According to the new regulations, Poland – like other EU countries – will be obliged to implement regulations on salary openness. By 2026, the government must implement the relevant amendments to the Labour Code. Employers, especially those employing more than 100 people, will have to adjust their pay policies and reporting systems.
Examples of changes in practice are as follows:
- mandatory salary ranges will appear in recruitment advertisements,
- employees will gain the right to obtain salary information for similar positions,
- large companies will be obliged to produce regular reports on pay inequalities.
For many, this will be a revolution, as average salaries in Poland vary by region, industry and position, and the lack of transparency makes negotiating salaries sometimes difficult.
Average earnings in Poland and salary transparency
Currently, average earnings in Poland vary widely. According to the Central Statistical Office (GUS), in 2024 the average gross monthly salary was around PLN 8,000. However, the median earnings are much lower, which means that half of Poles earn less than this amount.
Examples of average earnings in different sectors are as follows:
- IT – PLN 12,000-18,000 gross,
- finance – PLN 9,000-14,000 gross,
- construction – PLN 5,500-8,000 gross,
- education – PLN 4,500-6,500 gross,
- commerce – PLN 4,000-6,000 gross.
The lowest salary in the market is determined by the minimum wage, which in 2024 will be PLN 4,300 gross, with further increases planned for 2025. Thanks to the new regulations, employees will gain better access to salary information in their industry, which will allow them to negotiate salaries more effectively and avoid underbidding.
Salary disclosure – from when will the new regulations apply?
According to the EU directive, member states have until June 2026 to implement the new rules. Poland plans to adapt its labour law to these regulations in 2025.
Who will the changes cover?
- companies with more than 250 employees – reports every year (from 2027),
- companies with 150-249 employees – reports every 3 years (from 2027),
- companies with 100-149 employees – reporting every 3 years (from 2031),
- companies with less than 100 employees – no reporting obligation.
Employers should prepare their remuneration policies now to avoid problems related to the new regulations.
Is salary disclosure a good change?
The introduction of pay disclosure is a big step towards pay equity. The new regulations are expected to help close the gender pay gap, increase transparency within companies and facilitate salary negotiations.
In this way, employees will gain easier access to information on salaries in the market, which will allow them to better assess their professional position and negotiate their salary more effectively. At the same time, companies will be obliged to publish salary ranges in recruitment advertisements, increasing the transparency of job offers and reducing instances of wage undercutting. In addition, large companies will have to report regularly on pay gaps within their structures, which is expected to help eliminate pay inequalities, especially based on gender.
Poland, like other EU countries, has until 2026 to implement the new regulations, with the first pay gap reports to be published as early as 2027. For many employees, this is a long-awaited change that could contribute to greater fairness in the labour market. For employers, it is a challenge to bring their remuneration policies in line with the new standards.
Will pay transparency really improve the labour market? Time will tell, but one thing is certain – the end of salary secrecy is getting closer.
