New Obligations for Employers, New Rights for Employees
The Pay Transparency and Pay Equality Directive will take effect on 7 June 2026, introducing significant changes for both employers and employees. In the latest article for OLX Zawodowo, Marta Dominiak-Sporna and Marta Chacińska from the People Tax Advisory team explain what these new rules mean in practice.
The new regulations will apply to almost all employers – including private companies, public institutions, NGOs, and sole proprietors. They will also cover all employees, regardless of their contract type – full-time, part-time, fixed-term, permanent, as well as interns and trainees.
Importantly, under the Directive, “remuneration” is defined broadly – it goes beyond base salary to include bonuses, allowances, overtime pay, sick leave benefits, parental leave pay, and various non-wage perks.
Employers must also prepare for mandatory gender pay gap reporting, with the frequency depending on the size of the workforce. Large organizations (over 250 employees) will report annually, while smaller employers will do so every three years.
Read the full article to learn more about what obligations await your business:Nowe obowiązki dla pracodawców, nowe prawa dla pracowników. [CYKL O DYREKTYWIE O RÓWNOŚCI WYNAGRODZEŃ]