Pay Transparency in the Recruitment Process effective from 24 December 2025

As early as Christmas Eve this year, an amendment to the Labour Code concerning recruitment processes will come into force. Its purpose is to improve the situation of job candidates by increasing transparency of offered remuneration and preventing discrimination in recruitment.

What does this change mean for employers?

For entrepreneurs, this means the need to adjust remuneration policies to the new regulations. At the same time, it marks the first step towards the implementation in Poland of the Pay Transparency and Equal Pay Directive.

What will the new regulations involve?

From 24 December 2025, the offered remuneration must be transparent at the recruitment stage. Employers will be required to indicate a specific salary amount or a salary range. In addition, employers will be obliged to apply fair and transparent remuneration principles, and the proposed pay must be based on objective criteria, with due respect for gender equality.

The obligation to provide information on remuneration may be fulfilled at various stages of the recruitment process, i.e.:

• in the job advertisement,
• before the job interview (if the advertisement did not include remuneration information), or
• before concluding the employment contract, if the candidate was not provided with this information at any earlier stage.

This information must be provided in electronic or paper form to ensure that the candidate is able to conduct informed and transparent negotiations with the employer. At the same time, the new regulations prohibit employers from asking candidates about their previous or current remuneration.

Read also: Pay transparency – 15 most important questions from employers

What should an entrepreneur do?

The amendment to the Labour Code should prompt companies to review and update their remuneration policies, recruitment processes, and rules for communication with candidates. This will require, among other things, a review of currently applicable remuneration rules, procedures, and pay structures. Although the full implementation of the Pay Transparency Directive is scheduled for next year (by 7 June 2026), work on organizing and adjusting remuneration structures should begin immediately.

It is worth starting preparations now in order to build the image of a responsible and fair employer. Investing in clear and fair recruitment practices is an investment in the company’s future and employee satisfaction.

Pay transparency – how can we help?

TGC Corporate Lawyers offers employers comprehensive legal support in preparing for the implementation of the new obligations. We support employers from the analysis of existing remuneration principles, through legal and HR advisory services, to communication and reporting.

Pay transparency – check our support in implementing new regulations: