The bill, which passed on 9 May, introduces the obligation on employers to provide candidates with information on their starting salary (or a range thereof). They must also provide relevant information on the provisions of a Collective Bargaining Agreement or the remuneration regulations applicable to the position. This information can be included in the job advertisement or later, but must be sufficiently in advance to allow candidates to negotiate in an informed and transparent manner. It can be provided in writing or electronically (oral information will be insufficient).

There will also be an obligation to use gender-neutral job titles. This will result in companies having to specify gender-neutral names for all positions in the organisation.

Employers much not ask candidates about their salaries in previous jobs.

We do not yet know when the law will enter into force. We are waiting for the further course of the legislative process. However, in the current wording of the bill the legislator has provided for a relatively long vacatio legis whereby the law enters into force six months after its publication in the Journal of Laws. The changes will probably become a reality later this year.

The draft only concerns the recruitment stage, so it is not a comprehensive implementation of the Remuneration Transparency Directive. The missing legal issues (e.g. employees’ right to information, the criteria used to determine salaries, the pay gap) will be covered by a separate law, which the Ministry of Family, Labour and Social Policy is working on.

Find more articles in PRO HR May 2025.