PAY TRANSPARENCY – ACTION PLAN

Autor

Katarzyna Wilczyk

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Obligation Action plan
🟪 1. Job evaluation and employee categories
  • Conduct a job evaluation using at least basic criteria: skills, effort, responsibility, working conditions.
  • Note: the criteria must be agreed with any trade unions at the workplace.
  • Based on the evaluation, establish employee categories.
  • Note: categories also require consultation with trade unions.
🟩 2. Pay structure (amendment of remuneration policies)
  • Prepare base salary tables.
  • Amend remuneration regulations and include the tables.
🟨 3. Criteria for determining salaries / pay rises
  • Collect the criteria used by the company.
  • Define how they will be made available to employees (e.g. intranet, policy).
🟪 4. Components of remuneration / benefits
  • Identify all remuneration components (financial and non-financial).
  • Determine which should be included in pay calculations.
🟩 5. Rules for calculating average pay
  • Define the methodology (annual/hourly), including: part-time employment, employment during the year, absences.
🟧 6. Employee right to pay information
  • Establish request and response procedures.
  • Prepare templates.
  • Define communication channels.
🟦 7. Gender pay gap
  • Choose a methodology (consider external advisors).
  • Inform the trade unions.
  • Make all calculations before the regulations enter into force.
🟩 8. Employee representatives – if no trade unions
  • Assess the potential need to expand their powers.
  • Verify the purpose and rules of their selection.
🟨 9. Single source principle
  • Business decision: centralise authority for bonuses/evaluations within the Polish entity.

 

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