Pay transparency rules in Poland
Partly. Poland brought in pay-transparency rules for recruitment from 24 December 2025: a pay range before the first interview and a ban on asking about salary history. The reporting rules are still a draft bill.
Poland's hiring rules apply, and the rest is still a draft
What happened
Poland's hiring rules have applied since 24 December 2025. The other rules, including pay-gap reporting, are in a separate draft law. A new version was published on 4 May 2026, but it is not law yet.
What it means for you
If you hire in Poland, give candidates the pay or pay range before the first interview. Do not ask about pay in their past jobs. Pay-gap reporting is not expected before 2027.
Dates to know
- 24 December 2025Hiring rules came into force.
- 6 months after the law passesPlanned start of the remaining rules (proposed).
Source: Littler. We check this page every week. Last checked .
Poland has transposed the EU Pay Transparency Directive in two phases. The first phase is already in force: from 24 December 2025, under the Act of 4 June 2025 amending the Labour Code, employers must give candidates the pay or pay range at the latest before the first interview and may not ask candidates about pay in previous jobs.
The second phase, covering gender pay-gap reporting, the right to pay information and joint pay assessments, is still a draft bill (UC127) that missed the 7 June 2026 deadline and is expected to take effect in 2027. Importantly, there is currently no specific fine for breaching the in-force recruitment rules: a candidate’s remedy is a civil claim for damages of no less than the minimum wage. Sanctions for reporting are expected to arrive with the second phase.
What is in force in Poland now?
Since 24 December 2025, employers must give candidates the pay or pay range before the first interview and cannot ask about pay in previous jobs.
These recruitment rules came in through the Act of 4 June 2025 amending the Labour Code (Journal of Laws 2025 item 807). The pay-disclosure duty and the salary-history ban (Article 18(3ca) of the Labour Code) apply to hiring from 24 December 2025, using gender-neutral criteria.
What happens if an employer breaks the recruitment rules?
There is currently no specific fine. A candidate’s remedy is a civil claim for damages of no less than the minimum wage.
The Labour Code was not amended to add an administrative penalty for breaching the in-force transparency and neutrality rules in recruitment. A candidate who is harmed can bring an equal-treatment damages claim. Specific sanctions are expected to arrive only with the second-phase reporting law.
What is still coming (Phase 2)?
Gender pay-gap reporting, the right to pay information and joint pay assessments are in a draft bill that missed the deadline and is expected in 2027.
The draft bill (UC127) follows the Directive: reporting by larger employers, a right to pay information, and a joint pay assessment where an unjustified 5 percent gap is not corrected within six months. The first report is expected to apply to employers with 150 or more staff, due by 7 June 2027, though exact dates have shifted between drafts. Fines are proposed for the reporting duties, but the figures are not yet settled.
Hiring in Poland?
What Teamed handles in Poland, now and in 2027
Teamed is the legal employer in Poland, so the recruitment duties in force since 24 December 2025 sit with Teamed, and the reporting duties will too.
These sit with us
- Pay range given before the first interview
- No questions about a candidate's previous pay
- Gender-neutral criteria in recruitment
- Pay-gap reporting when the UC127 bill lands
- Candidate damages claims, as the legal employer
You keep
The role, the budget and the pay decision. Your people still report to you.
Poland's reporting duties are not law yet. The UC127 bill missed the June 2026 deadline and is not expected to apply before 2027.
At a glance
| Pay shown in job ads | Yes, since 24 December 2025 |
|---|---|
| Salary-history question banned | Yes, in force |
| Gender pay-gap reporting from | Not yet set |
| First report due | 7 June 2027 (proposed) |
| Penalties | None yet, civil claim only |
Key figures
| Detail | Value |
|---|---|
| In-force national law (Phase 1) | Act of 4 June 2025 amending the Labour Code (Journal of Laws 2025 item 807); in force 24 December 2025 (source) |
| Pay disclosure in hiring | Pay or pay range must be given to the candidate at the latest before the first interview, on gender-neutral criteria (source) |
| Salary-history ban | In force; employers may not ask candidates about pay in previous jobs (Article 18(3ca) Labour Code) (source) |
| Penalty for recruitment breaches | No specific fine currently applies; the remedy is a civil damages claim of no less than the minimum wage (source) |
| Reporting and right to information (Phase 2) | Draft bill UC127; revised version consulted from 4 May 2026, not enacted, with a proposed six-month lead time before entry into force (source) |
| First gender pay-gap report (proposed) | Expected to apply first to employers with 150+ staff, due 7 June 2027; exact dates have shifted between drafts (source) |
Frequently asked questions
Is the EU Pay Transparency Directive in force in Poland?
Partly. The recruitment rules (pay range before the first interview, salary-history ban) are in force from 24 December 2025. The reporting rules are still a draft bill that missed the 7 June 2026 deadline.
What is the penalty for breaking the recruitment rules?
There is currently no specific fine. A candidate who is harmed can bring a civil claim for damages of no less than the minimum wage. Reporting-stage penalties are expected with the second-phase law.
Can we ask a Polish candidate what they earn now?
No. Since 24 December 2025, employers may not ask candidates about pay in previous jobs, and must give the pay or pay range before the first interview.
Pay transparency is moving at different speeds across the EU. When Teamed is your legal employer in Poland, these duties sit with us: compliant pay ranges, the salary-history rule, employee pay-information requests, and reporting where it applies. We track the law as it changes so your hiring stays compliant.
