PRO HR January 2026

The draft legislation implementing the Pay Transparency Directive in Poland obliges employers to assess the value of work of a given type or in a given position. Employers will therefore be required to carry out job evaluations for all positions within their organisational structure, regardless of the size of the workforce.

The draft legislation implementing the Pay Transparency Directive in Poland provides that all employers employing more than 100 full-time equivalent employees will be required to calculate gender pay gaps annually, both adjusted and unadjusted, in relation to adopted employee categories.

Some time ago, the Prime Minister has suspended  work on the amendment to the Act on the National Labour Inspectorate (Państwowa Inspekcja Pracy) . On social media, he stated that allowing an official to change the form of employment without consulting the employer or the worker, and without a court ruling, is a bad idea. At the same time, he announced that the government would seek better ways to protect employees.

On 27 January 2026, amendments to labour law regulations entered into force under which, in many cases, the strict written form requirement will be abandoned in favour of either paper form or electronic form, at the employer’s discretion.

Employers operating Employee Pension Programmes (PPE) are required to verify participation levels in the programme twice a year: as at 1 January and 1 July. Following each verification, they must submit a relevant declaration to the Polish Development Fund (PFR).

As of 5 December 2025, the Regulation of the Minister of Development and Technology of 9 May 2025 on occupational health and safety in the production, use, storage and internal transport of organic peroxides entered into force, replacing the regulations in force since 1995.

Authors

Łukasz Kuczkowski

Managing Partner / Attorney-at-law / Executive MBA

Since 2003, Łukasz has been supporting clients in the People & Culture area, in particular in the field of labour law, social security, compliance and forms of employee pension security.

In particular Łukasz specialises in:

  • hiring and firing of managers,
  • workforce restructuring, including collective redundancies,
  • collective bargaining agreements,
  • relations with trade unions,
  • employee pension provision (ECSs, EPPs, etc.),
  • employee compliance,
  • countering mobbing and discrimination.

Joanna Stolarek

Tax Advisor / Senior Lawyer

Since 2004, Joanna has been supporting clients in People & Culture, with a particular focus on personal income tax, social security and health insurance.

Member of the Tax Council of the Polish Confederation Lewiatan. Joanna serves as a Board Advisor of the „Remuneration Institute” Association, of which Raczkowski Law Firm is a strategic partner.

Michalina Kaczmarczyk

Attorney-at-law / Senior Lawyer

Since 2015, Michalina has been supporting clients in the People & Culture area, in particular in the field of labour law, personal data and copyright law.

In particular Michalina specialises in:

  • conducting cases before the Personal Data Protection Office,
  • litigation,
  • ongoing advice in the area of personal data protection,
  • supporting diversity in the workplace,
  • countering mobbing and discrimination.

Paulina Zawadzka - Filipczyk

Attorney-at-law / Senior Lawyer

Since 2017, Paulina has been supporting clients in the People & Culture area, in particular in the field of labour law, social security, and employee pension provision (ECSs, EPPs).

In particular Paulina specialises in:

  • litigation,
  • employee pension provision (ECSs, EPPs, etc.),
  • workforce restructuring, including collective redundancies,
  • development and implementation of personnel policies,
  • drafting of employment contracts and other employment-related documents,
  • providing legal advice on recruitment, dismissal, remuneration and the resolution of labour disputes.

Monika Czekanowicz

Attorney-at-law / Lawyer

Since 2013, Monika has been supporting clients in the People & Culture area, in particular in the field of labour law and social security, and occupational health and safety.

In particular Monika specialises in:

  • implementation of occupational health and safety management systems,
  • implementation of fire protection projects,
  • development of accident prevention, in particular premedical first aid procedures,
  • supporting diversity in the workplace,
  • countering mobbing and discrimination,
  • workforce restructuring, including collective redundancies.