Planned Changes to Increase Pay Transparency – What Should Employers Prepare For?

As of 7 June 2026, new regulations implementing the solutions arising from the Directive (EU) 2023/970 of the European Parliament and of the Council are scheduled to enter into force. The draft bill has been published on the website of the Government Legislation Centre (RCL) and introduces comprehensive changes in the area of pay equality and transparency.

The changes will affect remuneration structures, pay rise policies, reporting obligations, and relations with trade unions, and will significantly increase the risk of disputes.

The first reports (for selected employers) will cover the period starting from 7 June 2026, which in practice requires prior preparation of appropriate structures and procedures.

For many organisations, this means the need to review current remuneration systems, promotion criteria, and pay rise rules – even before the new regulations enter into force.

In our latest newsletter, prepared by lawyers from our employment law team – Agnieszka Lechman-Filipiak, Michał Synowiec, Agata Starkowska and Jakub Retyk – we discuss, among other things:

• mandatory job evaluation (for all employers),
• new employee rights to information on pay,
• gender pay gap reporting (mandatory for employers with at least 100 employees),
• the obligation to take remedial action where the pay gap is ≥5%,
• new inspection powers of the Państwowa Inspekcja Pracy (#PIP) and fines of up to PLN 50,000.

We encourage you to read the full newsletter. Should you have any questions regarding the impact of the new regulations on your organisation, please feel free to contact us.