The revolution in labour law is a fact. What does it mean for companies?

On 23 June 2025, an amendment to the Labour Code was announced in the Journal of Laws. It introduces important changes to the recruitment process. The new regulations will enter into force in 6 months from the date of their announcement and are intended to increase the transparency of wages, strengthen equality and help eliminate discrimination. For entrepreneurs, the changes mean the need to adapt, among other things, their current remuneration policies.

New regulations, the end of salary secrecy

The most important change resulting from the Act of 4 June 2025 amending the Act – Labour Code is the obligation to include information about the proposed salary in job advertisements. The previous practice of completely omitting this aspect is now outdated. Soon, every employer will be required to provide the remuneration amount or range of remuneration, along with all its components.

Moreover, the amount of the pay offered must be determined based on objective and neutral criteria, with particular regard to the principle of gender equality. This means that the company will have to determine how much it is willing to pay for a given job, and the justification for this amount will have to be transparent.

Information obligation and privacy protection

The new regulations stipulate that information on remuneration will have to be provided to the candidate at several stages of the recruitment process:

• in the job advertisement;
• before the interview, if the advertisement was not there or did not contain this data;
• before entering into an employment relationship if the previous steps have not been completed.

All this information must be provided to the candidate in time, in paper or electronic form, to enable informed and transparent negotiations.

Additionally, a key change is the ban on requesting information about a candidate’s salary in current or previous employment relationships. This change is intended to protect candidates’ privacy and avoid making new salary dependent on past earnings.

Gender neutrality and non-discriminatory recruitment process

The amendment to the Labour Code places also strong emphasis on eliminating discrimination in the recruitment process. Employers will be required to ensure that job advertisements and job titles are gender neutral. The entire recruitment process is to be non-discriminatory, which is to strengthen the principle of equal opportunities.

For companies, this means reviewing their current recruitment and remuneration policies. It is important how recruitment advertisements are worded, whether each job advertisement includes salary ranges, and whether recruitment decisions are based solely on qualifications and experience, and not on protected characteristics.

Prepare your company for the upcoming changes – learn how we can help?

The entry into force of the amendment to the Labour Code is a signal that the labour market in Poland is becoming more transparent and fairer. For companies, this is an impulse to update their remuneration policies, recruitment processes and communication with candidates.

 It may also be necessary to train HR employees in the new regulations and conduct a remuneration audit. All this is to ensure that there are no pay inequalities, especially between the sexes, and to ensure full compliance with the applicable regulations.

It is worth starting preparations now, so as to meet new legal requirements and build the image of a responsible and transparent employer. Investing in clear and fair recruitment practices is an investment in the future of the organization and employee satisfaction.

Our experts will ensure your company’s compliance with legal regulations, access to modern tools and a guarantee of continuity of process service. Check out our services, ask about an offer for your company!