Regardless of the size of your business, your organisation must prepare for new requirements, including job evaluation and the disclosure of pay-related information. At PKF Polska, we provide comprehensive support throughout this process.
How can we support your business?
Job Evaluation and Remuneration Structure Audit
We will help you develop objective and gender-neutral criteria for assessing the value of work, such as skills, effort, responsibility, and working conditions.
We support you in:
- defining categories of employees performing work of equal value,
- designing remuneration structures that ensure compliance with the principle of equal pay.
Gender Pay Gap Reporting
Employers in Poland with at least 100 employees will be required to prepare gender pay gap reports.
We offer:
- preparation of reports including data on median and average pay gaps,
- support in submitting reports to the monitoring authority within the required deadlines (with the first reports due as early as June 2027 for the largest companies).
Implementation of Transparency Procedures and the Right to Information
Under the new regulations, employees gain the right to access information on average pay levels within their job category.
We will help you to:
- develop procedures for providing information to employees within 30 days,
- prepare templates informing job candidates about the initial salary or its range,
- eliminate prohibited pay confidentiality clauses from contracts and internal policies.
Joint Pay Assessment and Corrective Measures
If the pay gap in your organisation exceeds 5% and cannot be justified by objective criteria, corrective action will be required.
We provide support in:
- conducting a joint pay assessment with employee representatives,
- identifying the causes of pay disparities and implementing a plan to eliminate them.
Why Is It Worth Implementing Pay Transparency in Your Organisation Now?
- Significant Financial Penalties
Failure to comply with statutory obligations may result in fines ranging from PLN 3,000 to PLN 50,000. - Risk of Compensation Claims
Employees whose right to equal treatment has been violated are entitled to compensation or damages not lower than the statutory minimum wage. - Shift of the Burden of Proof
In pay discrimination cases, the burden of proof will rest with the employer to demonstrate that decisions were based on objective grounds, particularly where transparency obligations have been breached. - Building a Strong Employer Brand
Companies that embrace pay transparency gain a competitive advantage in the labour market and build greater trust among their employees.
Prepare your organisation for a new era of pay transparency.
Contact us to schedule an initial audit.
