Amendment to the Labour Code Implementing the EU Directive on Pay Equality and Transparency – What Will Change?

Obligation to Inform Candidates About Salary
The Act of June 4, 2025, amending the Labour Code introduces a provision requiring employers to provide candidates for a given position with information such as:

• the salary referred to in Article 18(3c) § 2 of the Labour Code, its initial amount or range – based on objective, neutral criteria, particularly with regard to gender, and
• relevant provisions of the collective labour agreement or remuneration regulations – if the employer is covered by a collective labour agreement or remuneration regulations apply.

Obligation to Ensure Gender-Neutral Job Advertisements and a Non-Discriminatory Recruitment Process
The amendment requires employers to ensure that job advertisements and job titles are gender-neutral. Additionally, employers must guarantee a non-discriminatory recruitment process.

Prohibition on Asking Candidates About Previous Salary
Data that employers may request from job applicants include:

• first name(s) and surname;
• date of birth;
• contact details provided by the applicant;
• education;
• professional qualifications;
• employment history, excluding information about current or past salaries.

The amendment will enter into force on December 24, 2025, but it’s already a good time to prepare for the upcoming changes! If you want to:

• gain clarity on exactly what will change,
• receive ready-made solutions to implement in your company,
• avoid legal and reputational risks,

— contact the Labour Law Department!