Working in Poland in 2026: key changes for employees and employers

The Polish labor market will undergo significant changes in 2026. Find out how the minimum wage will increase, what will change in terms of vacancies, internships, and compensation, and what new rules await employees in Poland

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In 2026, the Polish labor market will undergo a series of changes that will directly affect both employees and employers. Some of the innovations already have clear dates of entry into force, while others are still at the legislative stage, but are expected to come into effect next year. This was reported by the publication inpoland.

Below is a structured overview of the main changes that Ukrainians already working in Poland or planning to find employment in 2026 should take into account.

Minimum wage and hourly rate in 2026

From January 1, 2026, the minimum wage in Poland will increase. It will amount to PLN 4,806 gross per month. The minimum hourly rate for civil law contracts (umowa zlecenie and similar) will increase to PLN 31.40.

Although the increase in the minimum wage will be relatively small (in 2025 it is PLN 4,626 gross), it will automatically affect a number of other payments. These include, in particular:

● night shift bonuses;

● severance pay;

● social security contributions (ZUS).

Transparent salaries in job advertisements: new obligations for employers

From December 24, 2025, employers in Poland will be required to indicate the salary level or range directly in job advertisements. This rule will effectively apply to all new vacancies in 2026.

Employers will also be prohibited from:

● asking candidates about their salary at their previous job;

● using gender-marked job titles.

Job titles must be gender-neutral to eliminate bias during hiring.

Gender equality and pay reports

Poland has until June 7, 2026, to implement the European Union directive on reducing the gender pay gap. Once implemented, companies will be required to:

● report regularly on pay differences;

● analyze the reasons for the gender pay gap.

This means tighter control over compliance with the principles of equal pay for equal work.

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Work experience: what will be counted from 2026

One of the most important changes will be the expansion of the list of periods that count toward work experience. These are periods that were not previously taken into account. The following will be included in the length of service:

● work under civil law contracts;

● conducting business activities;

● periods of suspension of work due to childcare;

● work abroad.

These periods must be confirmed by ZUS. If there are no documents in the Social Insurance Institution's databases, the employee must provide confirmation themselves.

The new rules will be implemented in stages:

● from January 1, 2026 — for employers in the public finance sector;

● from May 1, 2026 — for employers outside the public sector.

Digitization of labor processes and tighter control

From 2026, labor processes in Poland will become significantly more digitized. It will be possible to:

● submit vacation requests electronically;

● create work schedules online;

● keep electronic personnel records;

● conduct remote consultations with trade unions.

At the same time, the National Labor Inspectorate (PIP) will receive new powers. Inspectors will be able to:

● conduct remote inspections, including using video conferencing;

● make administrative decisions on the reclassification of civil contracts as labor contracts if an employment relationship actually exists.

New definition of mobbing and minimum compensation

The draft legislative changes, expected in 2026, significantly expand the definition of mobbing. It will now cover persistent or repeated behavior, including: physical, verbal, and nonverbal harassment.

The key change is that it will not be necessary to prove the perpetrator's intent. A minimum compensation amount is also established — 12 times the minimum wage.

In addition, every employer will be required to have internal procedures in place to combat mobbing and discrimination, with clearly defined actions in case of violations.

Compensation for unused vacation time: new procedure

The mechanism for paying compensation for unused vacation time is also changing. Instead of being paid when the employment contract is terminated, the funds will be transferred together with the salary.

This change is also related to the large-scale digitization of HR documentation: a significant part of the formalities is planned to be processed through electronic systems or email.

What is important for Ukrainians in Poland to consider

Employment conditions in Poland are becoming more formalized and transparent, but at the same time more complex in terms of compliance with the rules. For Ukrainians who work or plan to work abroad, it is important to draw up contracts correctly, confirm their work experience, and understand their rights.

In complex or controversial situations, it is worth consulting with specialists. The Visit Ukraine platform offers consultations with lawyers on employment abroad, who can help you understand contracts, work experience, remuneration, and the protection of workers' rights in Poland.

We remind you! Ukrainians remain one of the most active labor communities in Poland, working in key sectors of the economy and gradually integrating into the local labor market. Despite the difference in salaries with Poles, the level of employment, education, and language adaptation continues to grow. Read more about where Ukrainians work in Poland and how much they earn.

Photo: shutterstock

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