The new regulations in the Labor Code directly impact how recruitment is conducted and job offers are advertised. We present key changes worth knowing to comply with the law and build candidate confidence.
The most important changes in the Labor Code 2025
- Obligation to provide information about starting salary or salary range.
- Prohibition on asking about salary in previous jobs.
- Requirement of gender-neutral job titles and job ad content.
1. Pay transparency – new obligations for employers
One of the most frequently asked questions by candidates and employers is: Is it necessary to provide salary ranges in the job advertisement?
Answer: not always in the advertisement, but the employer must provide information about remuneration:
- in the advertisement, or
- before the interview, or
- at the latest before submitting a job offer.
The form of communication can be paper or electronic. Importantly, all remuneration components should also be indicated: bonuses, allowances, benefits, etc.
Examples of correct salary records
- “Basic salary PLN 6,000 gross + quarterly bonus up to PLN 2,000 gross.”
- "Basic salary PLN 6,000 gross + bonus up to PLN 20% of the basic salary, depending on results."
- “Total remuneration of approximately PLN 7,500 gross, including up to PLN 1,500 gross performance-based bonus.”
Attention! Providing the bonus amount is not sufficient. Applicants must also be provided with information about the relevant provisions of the remuneration policy or collective bargaining agreement.
2. Prohibition of asking about remuneration from previous employers
Prohibited recruitment questions now include asking about earnings from a previous employer.
This is an important change that will support equal opportunities in the recruitment processHR departments should incorporate this into their procedures and recruiter training.
3. Mandatory gender neutrality in job advertisements
From December 24, 2025 job advertisements must be gender neutralThe recruitment process must not contain any discriminatory content.
Examples of prohibited phrases:
- "We are looking for an assistant to work in a young team."
- "I will accept a lady with a pleasant appearance."
- “Please send your CV with a photo of the candidate…”
Advertisements must not imply gender preferences or exclude any group of candidates.
Why are these changes important?
For each employment agency, employer and HR department New regulations require recruitment practices to be aligned with EU standards. Failure to comply could lead to legal consequences and reputational damage.
It is worth updating your recruitment policies and advertising materials now.to meet the requirements of the 2025 amendment to the Labor Code.
