By June 7, 2026, all EU member states, including Poland, are required to implement regulations based on the European Union’s Pay Transparency Directive. In Poland, the first step toward this goal came with the amendment of the Labor Code in May 2025, introducing new obligations for employers—such as disclosing salary information to job candidates. According to a new Hays Poland survey, most professionals are optimistic, hoping the new law will finally lift the long-standing taboo around pay transparency.
Professionals Welcome the Change
A full 65% of specialists and managers believe that the new regulations will significantly improve access to salary information during recruitment.
Even in 2024, 79% of employees and 67% of employers believed that disclosing pay made sense—although only a minority of companies were actually prepared for the change.
The Polish job market is gradually moving toward equal pay and transparency in recruitment. While the new law does not mandate salary disclosure directly in job postings, candidates remain hopeful about a more transparent future.
The End of the Pay Taboo?
For years, salary has been a taboo topic in Poland—for both professionals and companies. The 2024 report “Wages – the Biggest Taboo in the Polish Job Market?” by Hays Poland and Baker McKenzie revealed that only 15% of specialists knew the salaries of their colleagues. Meanwhile, 77% of organizations admitted to a lack of transparency in their compensation practices. Yet both sides agreed: transparency makes sense.
Now, over a year later and following legislative progress, enthusiasm remains high. In a new survey conducted by Hays between June and July 2025 with over 800 specialists and managers, 65% believe the new law will make pay more transparent during recruitment. Only 13% said the regulations won’t impact employer behavior.
Do you believe the new pay transparency laws will make salaries more visible during recruitment?
- Definitely yes – 41%
- Rather yes – 24%
- Hard to say – 22%
- Rather no – 8%
- Definitely no – 5%
(Source: Hays Poland, June–July 2025)
“A lack of transparency fuels unjustified pay gaps, maintains gender wage disparities, and prolongs recruitment processes. Professionals are tired of this and expect change,” says Agnieszka Czarnecka, Head of HR Consultancy for CEE at Hays.
“Our previous research showed that 36% of candidates regularly withdraw from job applications that lack key information—especially salary.”
Expectations vs. Reality: Will Recruitment Practices Really Change?
According to the amended Labor Code, employers must now share salary details either in the job ad, before the interview, or prior to signing an employment contract. However, companies may still avoid proactively disclosing pay, leading some to question whether real change will occur.
“More employers and candidates now understand that early disclosure of salary speeds up recruitment, reduces costs, and increases efficiency,” says Czarnecka.
“Even if not motivated by legal obligation, companies should adopt transparency to stay competitive in the talent market.”
Growing Awareness and Maturity in the Market
The positive outlook may stem from the job market’s increasing maturity and awareness. Workers are demanding change, and companies are starting to listen.
According to the Hays and Baker McKenzie report, 65% of employers say that pay transparency improves recruitment effectiveness. Another 32% say it enhances the company’s reputation and employer branding.
How to Implement Transparency Effectively?
Regardless of individual preferences, change is inevitable. Long-term, pay transparency brings measurable benefits, but implementation requires careful preparation.
Key HR practices to support this transition include:
- Standardizing compensation processes
- Conducting job evaluations
- Regularly reviewing salary grids
“These actions not only support talent retention and recruitment but also improve employee relations, collaboration, and reduce internal conflicts,” says Czarnecka.
“Organizations that have already introduced partial transparency are reporting these exact benefits.”
When it comes to new hires, weighing risks vs. benefits is essential. Evidence shows that job ads with clear salary information attract more qualified and motivated candidates, ultimately streamlining and shortening the recruitment process.
As Poland nears the implementation deadline for EU pay transparency rules, the mood among professionals is optimistic. While legislative changes may not immediately transform every hiring practice, they are driving a cultural shift. Pay transparency is no longer a niche concept—it’s becoming a competitive advantage.
Source: CEO.com.pl – Will Pay Transparency Change the Job Market?
