Salary transparency and gender neutrality in job advertisements in Poland

Compliant with Polish Labour Law

Salary transparency in job advertisements becomes an obligation in Poland. Learn about the new provisions of the Labour Code and their impact on recruitment and remuneration.

On 9 May 2025, the Sejm of the Republic of Poland continued work on the amendment to the Labour Code, focusing on the issues of salary transparency and gender neutrality in job advertisements. The draft law, which is a response to the EU Directive 2023/970, aims to strengthen the principle of equal pay for men and women performing the same work or work of equal value.

Is it really a revolution?

In the formal sense – it is not a revolution in the entire Labour Code, because it does not change the foundations of the employment relationship.

Is this a big change in the area of recruitment and remuneration?

Ultimately, the new regulations will not cause significant changes in the subject of salary transparency. So let's take a look at what exactly the new regulations introduce:

1. Transparency of salary ranges

The amendment to the Labour Code of 9 May 2025 introduces a new provision to Article 183c – Article 183ca, which significantly organizes the issues of informing candidates about remuneration. According to the new wording of the regulations, the employer is obliged to inform the person applying for employment about the amount of the initial salary or its range.

Information about the salary must be provided in advance – in paper or electronic form – and can be included in the job advertisement, before the interview or at the latest before the employment relationship is established.

Importantly, this is the first time in Polish labour law that information on remuneration has become an obligatory element of the recruitment process. Until now, employers could use imprecise phrases such as "attractive salary", avoiding unambiguous declarations. The introduction of the obligation to pay transparency at the recruitment stage is aimed not only at increasing transparency, but also at counteracting pay discrimination, in particular on the basis of gender.

The employer is also obliged to disclose to candidates the provisions of the remuneration regulations or collective bargaining agreement, if such are in force in a given workplace. In addition , the employer is obliged to provide information not only about the basic salary, but also about allowances, bonuses, benefits or other work-related benefits, granted in cash or in kind.In this way, the candidate gets a more complete picture of the financial conditions associated with the position.

Although the final version of the regulations does not impose the obligation to publish salary ranges directly in the advertisement, in practice it may become the preferred solution – streamlining recruitment, building trust and supporting the employer's brand. The new regulations are intended to be a step towards real pay transparency and the creation of an organizational culture based on transparency.

From the perspective of candidates, salary transparency increases the predictability of the recruitment process and makes it easier to compare offers from different employers.

Pay transparency can also be an element of competitive advantage in the fight for talent. Organizations that openly communicate salaries are more likely to be perceived as transparent and trustworthy. As a result, it is easier for them to attract valuable candidates who expect transparency and equal treatment.

2. Prohibition of asking about early remuneration

This "equal start" approach cuts off the impact of previous (often unequal) salaries on new employment. This can help fight wage anchoring – underestimating offers based on past earnings, especially for women.

What you will need to do:

– Change recruitment forms, interview procedures and briefs for recruiters.– Train recruiters not to ask questions about:• previous earnings,• the amount of bonuses or allowances.

Risks:
The need for new tools to evaluate candidates without reference to their historical salary.

Combined with the requirement of pay transparency, the prohibition of asking about early pay can significantly reduce the pay gap and improve the consistency of remuneration policies.

The implementation of the provisions prohibiting questions about previous remuneration may also force employers to take a more objective approach to the valuation of candidates' competences. This will require the development of internal job evaluation and job valuation systems, which can further strengthen pay transparency and facilitate its enforcement.

3. Gender neutrality of advertisements

The obligation to formulate content in a way free of gender stereotypes may seem like a small thing, but in practice it forces you to think more deeply about the language, which affects greater inclusivity.

What you will need to do:

– Review job templates and recruitment materials.– Use neutral wording:Instead of "we are looking for a young, energetic salesperson" → "we are looking for a person for the sales department"– Avoid stereotypes related to "masculine" or "feminine" characteristics.

Risks:
Potential reports to the National Labour Inspectorate or the Personal Data Protection Office if the language is discriminatory.

In the context of the new regulations, pay transparency and stereotype-free language are becoming key elements of ethical recruitment.

Increasing linguistic inclusivity in job offers can translate not only into greater diversity of teams, but also into an improvement in the company's image as a modern and responsible employer. When combined with a pay transparency policy, organizations can effectively build a reputational advantage.

Salary transparency in practice – when will the information obligation for employers come into force?

It is worth noting that the discussed changes are not yet binding law. The Act of 9 May 2025 was adopted by the Sejm and has now been sent to the Senate, where further legislative work is underway. Its entry into force is planned 6 months after its announcement, which means that the new regulations will most likely come into force at the end of 2025 or at the beginning of 2026. Therefore, employers have limited time for organizational preparation and procedures in accordance with the requirements of the amendment.

Summary

We are not dealing with a comprehensive revolution in the Labour Code, but it is a significant step forward in areas that have been beyond real control for years – i.e. recruitment and salary transparency. This is a change that will require HR departments and employers to take specific actions, not just minor adjustments.

Pay transparency is not only about compliance with the law – it is also a tool for building trust, employer image and organizational culture based on transparency.

How does technology support salary transparency and equal treatment?

The implementation of the principles of salary transparency requires not only legal changes, but also data that will allow for an objective assessment of work efficiency and time spent on performing duties. The Time Harmony system can indirectly support the payroll policy – providing precise information about the actual working time, commitment and performance of teams. It's a tool that helps organizations create a more transparent and equitable work environment, based on reliable data rather than subjective assessments.