MyBenefit
Pay transparency on the horizon: how companies can make smart use of the time before the new regulations come into force.
According to the latest Ipsos survey, 71% of Poles view earning money as a shared responsibility of both partners.[¹] With a result five percentage points higher than the European average, Poland stands out for its highly modern approach to household budget participation. Therefore, taking action to eliminate the gender pay gap is a natural stage in the maturation of the labour market. Will the EU Pay Transparency Directive help the market meet societal expectations?
MyBenefit survey shows that one in two employees in Poland includes benefits in their household budget.
According to a MyBenefit survey, as many as 47% of Poles indicate that employee benefits such as sports cards or access to language courses represent a significant item in their household budget.[¹] Moreover, a recent PARP survey found that as many as 72% of employees consider non-financial benefits to be among the key factors motivating them to change jobs.[²] With the implementation of regulations stemming from the EU Pay Transparency Directive, benefits will become part of remuneration. According to experts, they will become increasingly important, also from the perspective of companies that are already seeking solutions to support the presentation of these benefits.
One hundred days of pay transparency: it’s time to evaluate job positions.
The provisions of the EU Pay Transparency Directive will enter into force on 7 June 2026. This means that companies have less than 100 days left to adapt to the new regulations. Meanwhile, nearly half of large and medium-sized organisations have not started preparing for the new guidelines yet.¹ Experts point out that companies should act now and conduct a job evaluation process as this step must be taken by all employers. Some organisations will do this for the first time.
Employers support employees’ Christmas shopping. Poles spend more, not only on gifts.
Groceries, cosmetics, jewellery, but also sports and culture – the end of the year is an intense shopping period. According to MyBenefit data, employee benefits, such as cafeteria programmes, play an increasingly important role here. Poles increasingly treat benefits as a real support for their household budget during the most expensive period of the year. What exactly do they spend the solutions and resources offered by the employer on?
Benefits in the era of pay transparency.
The EU Pay Transparency Directive introduces a new definition of pay. Under this law, employers will be required to present remuneration based on new principles considering not only financial benefits but also the value of benefits and allowances in kind. Currently, as many as 85% of employees do not know the value of benefits provided by their employer, and many of them are not familiar with the full range of benefits. Changes in the law are a clear signal to employers to strengthen communication of the entire remuneration package, and thus their competitive position on the market.
There is one year left until the implementation of pay transparency. Will organisations have time to prepare and what will be their responsibilities?
7 June 2026 is the deadline by which EU countries must adopt internal regulations implementing the provisions on pay transparency. Organisations will be required to have pay structures, pay levels and pay progressions, i.e. rules for pay rises and promotions. The criteria are to be objective and gender-neutral and the remuneration system is to be transparent. Experts are sounding the alarm: according to a survey conducted by Lazarski University, there is only one year left, and the median readiness of Polish companies is only 367 points out of 2,400 possible. We are at the beginning of the journey, and there is less and less time left. What should companies do in practice to comply with the new regulations?
Pay Transparency: according to a survey, 49% of companies in Poland do not have the tools to implement it
According to the latest “Trends 2025: Pay Transparency” survey conducted by the Compensation & Benefits Club at Lazarski University over 80% of companies in Poland are currently at the initial stage of collecting information on pay transparency and preparing employees for changes planned in this area. At the same time, almost half (49%) of enterprises indicate that they do not have any tools they could use to prepare to meet the requirements of the EU directive, and one in five organisations have no knowledge of remuneration management. The survey’s findings confirm that pay transparency is a significant adaptation challenge for companies, which may need external technological and advisory support to meet upcoming guidelines and employee expectations.
The non-financial benefits market in Poland is worth nearly PLN 16 billion
In 2024, 91% of companies employing at least nine employees plan to maintain or increase the budget for non-financial benefits. Employers agree that benefits have a positive impact on employee satisfaction and those supporting personal development and resilience, i.e. the ability to adapt to changing conditions and regeneration, are gaining importance among them.