Yes – Poles want to know what a job pays before they apply. Employees also expect transparent rules for salaries and pay rises. Here’s what global employers should know about salary transparency in Poland.
Do Poles expect salary ranges in job ads?
Very much so. According to a 2026 InterviewMe survey, 90% of Poles support publishing salary ranges in job adverts.
But employers are… less enthusiastic. Grant Thornton analysed almost 292,000 job offers in Poland in 2026. Only 24% included any information about pay, barely up from 21% a year earlier.
Candidates DO notice that. According to Pracuj.pl, job adverts with salary ranges received almost 12% more visits in 2025 than those without them.
So, if you’re hiring in Poland, make salary transparency part of your employer branding strategy from the start. Put a realistic salary range in the advert instead of making candidates wait until the interview. Besides, phrases like “attractive salary” or “competitive pay” don’t tell much. Poles would probably prefer an actual number.
What do Polish employees expect from salary transparency?
They want to know how you make pay decisions. According to a March 2026 CBOS survey, 92% of Poles believe employers should have transparent rules for salaries, promotions and pay rises.
But here’s a twist. Finding out that a colleague earns more isn’t always welcome news in Poland. In a 2026 experiment by the Polish Economic Institute (PIE), people who were told that colleagues in similar roles earned more reported lower expected job satisfaction.
So before promoting salary transparency, take a good look at your own pay structure. Check whether employees doing comparable work are paid fairly. Make sure managers can explain how salaries and pay rises are decided.
Polish salary transparency requirements in 2026
Poland has already changed its rules. From December 2025, employers must tell job candidates the starting salary or pay range.
But here’s an important detail – they don’t have to include it in the job advert. They can provide it before the interview or, if they haven’t done so earlier, before employment begins. Employers also cannot ask candidates about their current or previous salaries.
More changes are coming. Poland missed the June 2026 deadline for fully implementing the EU Pay Transparency Directive. New rules on employees’ access to salary information and gender pay gap reporting are still being developed.
Check your Polish careers page, application forms and recruitment process. You may be allowed to reveal the salary at the last possible stage, but making people wait that long isn’t exactly great employer branding.
How to communicate salaries in Poland?
Here are a few things worth checking before your next recruitment campaign in Poland:
Show realistic salary ranges.
Keep the range relevant to the role and experience level. If the minimum could pay a junior and the maximum a department head, it’s not very helpful. Explain what determines the final offer.
Use Polish salary conventions.
You don’t have to show salaries in PLN, especially if your company uses another currency. Just specify the currency and type of contract. For an employment contract (umowa o pracę in Polish), give the gross monthly salary. In Poland, B2B rates are usually quoted net, with VAT added separately.
Be specific about bonuses and benefits.
If part of the salary depends on performance, say so. Separate guaranteed pay from bonuses (and please, explain how they work). Private healthcare, gym memberships and other perks are nice – but they won’t make up for an unclear salary offer.
Keep your communication consistent.
Make sure your job advert, careers page and recruiters give candidates the same information. Finding out that the offer is lower than advertised isn’t exactly a great first impression.
Frequently asked questions about salary transparency in Poland
Are salary ranges mandatory in job ads in Poland?
No. Employers in Poland must inform candidates about the starting salary or pay range, but they don’t have to publish it in adverts. They can provide this information later in the recruitment process.
Do Polish salary transparency rules apply to B2B contracts?
Generally, no. Poland’s current salary transparency rules under the Labour Code apply to employment contracts. But if you’re hiring Polish contractors, publishing the rate is still a good idea. Especially in sectors like IT or marketing.
Where to check salary ranges in Poland?
Start with the Hays Poland Salary Guide. It covers salaries across different industries. For a look at what Polish employers are actually offering, you can also check No Fluff Jobs. You can compare advertised salary ranges in IT, marketing, sales, technology and other sectors. Both are useful starting points.
Polish employees want numbers, not guesswork. If your brand needs help getting its recruitment communication right, contact us! Our team can help you attract the right people from Poland.