The Ministry of Family, Labor and Social Policy has published a new version of the draft bill on pay transparency. The changes aim to implement the EU directive on equal pay for women and men for equal work or work of equal value.
The bill has been significantly expanded. The effective date of the regulations has also been changed. The law will enter into force six months after its publication in the Journal of Laws.
Mandatory assessment of work value
One of the most important changes is the introduction of mandatory job evaluation. Employers will be required to use uniform, objective, and gender-neutral criteria when evaluating positions or types of work. Considerations will include: professional qualifications, experience, scope of responsibility, required effort, and soft skills, if relevant to the position.
Another new thing is the obligation to apply the same criteria to all positions or types of work in the organization.
Salary Structure and Reporting
The bill also introduces a definition of "pay structure," meaning the structured pay ranges for specific positions or employee groups. This structure is intended to facilitate the assessment of whether employees performing comparable work receive equal pay.
Additionally, employers will be required to analyze and report the gender pay gap. The analysis will include not only base pay but also bonuses and other variable components.
Greater responsibilities and risks for employers
The proposed regulations require employers to streamline their remuneration policies and document their payroll practices. This will also increase the risk of uncovering unjustified pay discrepancies, which could lead to litigation and negative reputational consequences.
From the employee perspective, the new regulations are intended to increase pay transparency and facilitate the pursuit of claims related to unequal pay treatment. They also serve as a real deterrent against employers who violate labor law.
This article is for informational purposes only and does not constitute legal advice.
The law is current as of May 8, 2026.
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