From 1 January 2026, the minimum wage in Poland increased to PLN 4,806 gross, while the minimum hourly rate rose to PLN 31.40 gross. Although the increase compared with 2025 amounts to “only” PLN 140 gross, for many companies—especially in sectors based on large-scale employment—it translates into a significant rise in costs. Statistics from Poland’s Central Statistical Office (GUS) for 2024 show that more than 1.43 million people still earn no more than the minimum wage, with a clear concentration of such workers both by sector and by region.
According to GUS data, at the end of 2024 a total of 1.43 million employees in Poland’s national economy received gross pay not exceeding the then-applicable minimum wage. This figure is close to that recorded in 2023 (1.427 million), indicating that despite an improved economic climate and rising wages, the low-paid segment remains a permanent feature of the labor market.
The largest numbers of minimum-wage earners are concentrated in a few key sectors. Wholesale and retail trade, vehicle repair, and accommodation and food services form the biggest group—415,000 people in 2024. They are followed by industry (278,000), construction (221,000), transport and warehousing (112,000), and administrative and support services (109,000). In other types of activity, a combined total of 295,000 people worked for the minimum wage.
“Minimum wage earners are not a marginal group on the labor market; they represent entire segments of the economy that operate on a large employment scale and relatively low margins,” comments Justyna Lach, Director of the Progres HR Logistics Line at the Progres Group. “Every increase—even one that seems small—automatically translates into real and measurable costs in these sectors,” she adds.
Transport and logistics under particular cost pressure
Against the background of other sectors, transport and warehousing stand out in particular. Unlike industry or trade, this is one of the few sectors where the number of employees earning the minimum wage increased in 2024. In 2023 there were 103,000 such workers; a year later the figure exceeded 112,000. This means the sector is entering a period of change with a significantly larger base of employees directly affected by the increase.
“Logistics is now the backbone of many other industries—from trade to manufacturing—but at the same time it is highly cost-sensitive. In companies employing several hundred or several thousand people, a PLN 140 gross increase in the minimum wage means additional costs of millions of zlotys per year, especially once social contributions and wage pressure in higher pay brackets are taken into account. At this scale, even a small increase in the minimum wage stops being a cosmetic adjustment. For many companies, 2026 will be a test of their ability to plan labor costs, optimize processes, and realistically reassess employment models,” emphasizes Justyna Lach.
Where minimum-wage workers are concentrated: regional differences
Clear differences are also visible at the regional level. The largest number of minimum-wage earners work in the Mazowieckie voivodeship—259,000—reflecting both the size of the labor market and the strong concentration of trade, services, and logistics. High figures are also recorded in Wielkopolskie (156,000), Śląskie (155,000), Małopolskie (151,000), as well as Łódzkie (94,000) and Pomorskie (93,000). Mid-range values include Dolnośląskie (104,000), Podkarpackie (69,000), Kujawsko-Pomorskie (64,000), Lubelskie (63,000), Zachodniopomorskie (52,000), Warmińsko-Mazurskie (39,000), and Świętokrzyskie (39,000).
At the other end of the spectrum are smaller labor markets such as Lubuskie (32,000), Podlaskie (32,000), and Opolskie (28,000), where the absolute number of minimum-wage earners is the lowest. This does not mean, however, that the scale of the challenge is smaller there. In regions with fewer large employers and a narrower sectoral structure, the minimum wage often serves as a benchmark for entire pay scales. As a result, every increase in the minimum wage has a stronger and more tangible impact on local labor markets, business operating costs, and employers’ hiring decisions.
From the perspective of HR departments, the upcoming changes mean not only the need to recalculate budgets, but also to reorganize remuneration policies and pay structures.
“Raising the minimum wage automatically narrows the gap between the lowest and the next pay levels, which can create internal tensions and pressure to adjust wages also for more experienced employees. For HR, this means the need for earlier planning, discussions with line managers, and clear communication with teams so that the changes are not seen solely as a cost, but as part of a long-term employment and organizational stability strategy,” concludes Justyna Lach.
Source: https://managerplus.pl/minimalna-placa-w-gore-koszty-tez-kto-najbardziej-odczuje-zmiany-w-2026-roku
