Poland's Labour Code Set for 2026 Overhaul: Pay Transparency and Seniority Rules Change
Major reforms to Poland's Labour Code (Kodeks pracy) take effect in 2026, including mandatory wage disclosure in job adverts, inclusion of civil-law contracts in work seniority calculations, and stricter sick-leave verification by ZUS.
2026 marks the biggest overhaul of Polish labour law in over a decade. New rules stemming from EU directives and domestic reforms are reshaping how employers hire, pay, and manage employees.
Key Changes in Effect Now
- Pay transparency (Jawność wynagrodzeń): As of December 24, 2025, employers must disclose salary ranges or minimum pay in job advertisements or before interviews. This applies to all employers regardless of size.
- Seniority reform: From 2026, work experience will count not just from full-time employment but also from civil-law contracts (umowy zlecenia), self-employment, and work abroad—expanding how tenure is calculated for benefits.
- Sick-leave tightening: ZUS gains broader authority to audit medical certificates (L4), making it easier for workers to lose benefits if documentation is questionable.
- Harassment protections: New workplace protections against harassment and discrimination are being implemented.
What This Means for Foreign Workers
These reforms apply equally to all workers in Poland, regardless of citizenship. If you are employed under a civil-law contract or have worked abroad before moving to Poland, your prior work history may now count toward seniority and benefits. Job hunting will be easier—salaries are now transparent before you interview. However, if you are out sick, keep thorough medical documentation; ZUS inspections are becoming routine. Make sure your employment contract (umowa o pracę) explicitly covers working conditions so there are no disputes later.
Sources
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