behind the pay curtain
Employers with at least 100 employees will have to collect and report data on the wage gap between female and male workers. Larger employers (with 150 or more employees) are to provide this information initially by 7 June 2027. But, who is to be the recipient of this information?
The directive obliges employers to put their pay structures in order, as well as to make more information about the salaries paid to employees available to employees, job applicants or relevant state authorities. There are various consequences for failing to comply with these pay transparency obligations.
Although we are still unaware of the exact details of the Polish provisions transposing the Pay Transparency Directive, we may already assume that the changes will require a number of new HR template documents.
The EU Pay Transparency Directive and Polish legislation currently being drafted that is to implement the Directive into the national legal order may make it necessary to amend employment contracts and company regulations in several respects.
Best start now! Poland’s regulations on remuneration transparency must be implemented by June 2026. Nonetheless, given the far-reaching changes in the law, it is worth starting preparations as soon as possible.
Under a directive, employers will be required to collect, collate, and in certain cases disclose information on employees’ pay, according to sex. For example: