{"id":69107,"date":"2026-03-07T09:25:17","date_gmt":"2026-03-07T08:25:17","guid":{"rendered":"https:\/\/bpcc.org.pl\/?p=69107"},"modified":"2026-03-07T09:25:17","modified_gmt":"2026-03-07T08:25:17","slug":"remuneration-discrimination-claims-will-surge-as-pay-transparency-laws-take-effect","status":"publish","type":"post","link":"https:\/\/dev2.bpcc.org.pl\/pl\/remuneration-discrimination-claims-will-surge-as-pay-transparency-laws-take-effect\/","title":{"rendered":"Remuneration discrimination claims will surge as pay-transparency laws take effect"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"69107\" class=\"elementor elementor-69107\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7d296c46 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7d296c46\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-custom\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-5962b214\" data-id=\"5962b214\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-10422d7 elementor-widget elementor-widget-text-editor\" data-id=\"10422d7\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.14.0 - 26-06-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-69122 aligncenter\" src=\"https:\/\/bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-300x300.png\" alt=\"\" width=\"200\" height=\"200\" srcset=\"https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-300x300.png 300w, https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-150x150.png 150w, https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-24x24.png 24w, https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-48x48.png 48w, https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2-96x96.png 96w, https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2025\/09\/h13dwie2.png 400w\" sizes=\"auto, (max-width: 200px) 100vw, 200px\" \/><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-4a28e8bd\" data-id=\"4a28e8bd\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-29e9dbdb elementor-widget elementor-widget-text-editor\" data-id=\"29e9dbdb\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><strong>By Monika Krzyszkowska-D\u0105browska, partner, head\u00a0of Employment Practice, and Zofia Jasi\u0144ska, junior associate, Employment Practice, Addleshaw Goddard\u00a0Poland<\/strong><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-3be6a3db\" data-id=\"3be6a3db\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4b466800 elementor-absolute elementor-widget elementor-widget-image\" data-id=\"4b466800\" data-element_type=\"widget\" data-settings=\"{&quot;_position&quot;:&quot;absolute&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.14.0 - 26-06-2023 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/elementor\/thumbs\/AG_addlershaw-goddart_pole-rqcvwuyqpfutpxcwdaad5165malncvbl5rcvfhm51c.png\" title=\"AG_addlershaw-goddart_pole\" alt=\"AG_addlershaw-goddart_pole\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8c5bb69 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8c5bb69\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-45193c9\" data-id=\"45193c9\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-973cae9 elementor-widget elementor-widget-text-editor\" data-id=\"973cae9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>\u00a0<\/p><p>Poland is among the few EU member states to have made significant progress in implementing Directive (EU) 2023\/970 of the European Parliament and of the Council of 10 May 2023 to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. The transposition is to be effected through an Act on strengthening the application of the right to equal pay for men and women for equal work or work of equal value, the draft of which has been recently put forward.<\/p><p>The proposed regulations, which have been the subject of extensive discussion within the market \u2013 and rightly so \u2013 are expected to have significant implications for employment law. Beyond the principal objective of restructuring remuneration policies, the new rules are likely to lead to an increase in pay discrimination claims, rendering the current model for pursuing such claims obsolete. This shift is driven by the introduction of new standards for employers, enhanced entitlements for employees, and robust enforcement mechanisms, all of which are intended to be transformative. These measures are specifically designed to ensure the Directive\u2019s core objective is achieved: delivering genuine effectiveness in the enforcement of non-discrimination laws.<\/p><p>Importantly, a range of mechanisms is to be introduced designed to support employees in bringing claims, while simultaneously imposing a comprehensive set of new obligations on employers. This is why it is worth noting not only the structural changes regarding pay but also a totally new environment for employers in case an employee brings claim, which, without due performance of the general obligations will automatically put the employers in a very unfavourable situation, difficult to defend.<\/p><p><strong>Current landscape<br \/><\/strong>Article 18(3c) \u00a7 1 of the Labour Code provides that employees are entitled to equal remuneration for equal work or for work of equal value. This entitlement covers all components of pay, regardless of their name or nature, as well as any other work-related benefits granted to employees, whether monetary or non-monetary. These provisions form the foundation of an employee\u2019s discrimination claims in respect of remuneration for work. An individual seeking compensation for a breach of the principle of equal treatment is required only to make their claim plausible \u2013 which means presenting facts before the court from which a presumption of direct or indirect discrimination may be inferred. The burden of proof then shifts to the employer, who must demonstrate that any differentiation was based on objective reasons. This is sometimes referred to as the \u2018reversed burden of proof\u2019. It requires the employee to present facts from which discrimination may be presumed, while, to avoid liability, the employer must prove that they do not discriminate against the employee. In other words, the employer must demonstrate that, in differentiating the employee\u2019s situation, they were guided by objective reasons, and not by criteria prohibited under Article 18(3a) \u00a7 1. There is currently no statutory standard specifying appropriate differentiation criteria or defensible pay structures as a reference.<\/p><p>However, what frequently deters employees from bringing claims at the outset is their lack of information regarding the remuneration of their colleagues. Under the current legal framework, many organisations routinely include clauses prohibiting employees from disclosing their pay, and where pay structures exist, they often lack transparency, including in relation to pay levels and the criteria for differentiation. This, however, is set to change.<\/p><p><strong>Why there will be more claims <\/strong>\u2013 <strong>and why they will be more problematic<br \/><\/strong>The proposed regulations are set to introduce significant innovations in the pursuit of pay discrimination claims. As most of these measures are designed to facilitate employees in asserting their rights, it is reasonable to anticipate an increase in the number of discrimination claims. Discrimination claims are quite frequent after termination of employment or brought along with appeals against termination of employment. If the burden of prove is shifted totally on the employer what will stop the employees from trying their chances?<\/p><p>What will drive this increase?<\/p><ul style=\"margin-top: -20px;\"><li>More transparent pay structures<\/li><li>The introduction of a prohibition on preventing an employee from disclosing information regarding their remuneration for the purpose of exercising rights arising from the principle of equal treatment in employment<\/li><li>The right of the employees to request information about their individual remuneration and average in the same category<\/li><li>Abolition of the requirement for the employee to make direct or indirect discrimination plausible, while maintaining the burden of proof on the employer<\/li><li>PIP, the state labour inspectorate, will be able to bring legal action, with the consent of the employee or job applicant and join such proceedings<\/li><li>Compensation will include, in particular, full recovery of outstanding remuneration and related benefits in kind, compensation for lost benefits, compensation for damage caused by other relevant factors (which may include cross-discrimination), and interest for late payment<\/li><li>Limitation period for claims arising from a breach of rights or obligations under the principle of equal treatment in employment in relation to the right to equal pay for men and women for equal work or work of equal value will be interrupted by any action before the competent body appointed to settle disputes, by recognising claims arising, or by lodging a complaint with the employer<\/li><li>Where there\u2019s no employee of the opposite sex in a comparable situation, any other evidence \u2013 including statistics \u2013 may be used to demonstrate the alleged pay discrimination, or to show how an employee of the opposite sex would be treated in a comparable situation<\/li><\/ul><p><strong>Preventing pay discrimination claims: new obligations for employers<br \/><\/strong>In cases involving alleged direct or indirect discrimination arising from a breach of the principle of equal treatment in employment \u2013 specifically regarding the right to equal pay for men and women performing equal work or work of equal value \u2013 where an employer has failed to comply with pay transparency obligations as set out in Chapter 3 or Article 183ca of the Labour Code, they will be required to demonstrate that any differentiation was based on objective reasons, even without the requirement for the employee to make their claim plausible regarding direct or indirect discrimination. This introduces a strengthened reverse burden of proof.<\/p><p>The challenge for employers is that, in order to successfully refute such claims, they must have robust work valuation and pay differentiation criteria in place, as statutorily required. Without these, it will be difficult \u2013 if not impossible \u2013 to prove compliance with the principle of equal treatment in respect of equal pay.<\/p><p>To mitigate the risk of pay discrimination claims, employers should ensure full compliance with the new obligations under the proposed regulations. Early implementation will enable employers to structure remuneration policies to eliminate gender-based discrimination and facilitate ongoing monitoring for transparency and effectiveness. It is advisable to begin preparations now to avoid exposure to claims when the Act takes effect in the second half of the year.<\/p><p>\u00a0<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>By Monika Krzyszkowska-D\u0105browska, partner, head\u00a0of Employment Practice, and Zofia Jasi\u0144ska, junior associate, Employment Practice, Addleshaw Goddard\u00a0Poland Poland is among the few EU member states to have made significant progress in implementing Directive (EU) 2023\/970 of the European Parliament and of the Council of 10 May 2023 to strengthen the application of the principle of equal [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":29128,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[76],"tags":[],"ppma_author":[585],"class_list":["post-69107","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-contact-magazine","author-addleshaw-goddard-ag","et-has-post-format-content","et_post_format-et-post-format-standard"],"acf":[],"authors":[{"term_id":585,"user_id":0,"is_guest":1,"slug":"addleshaw-goddard-ag","display_name":"Addleshaw Goddard (AG)","avatar_url":{"url":"https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2024\/12\/AG_addlershaw-goddart_pole.png","url2x":"https:\/\/dev2.bpcc.org.pl\/wp-content\/uploads\/2024\/12\/AG_addlershaw-goddart_pole.png"},"first_name":"Addleshaw Goddard (AG)","last_name":"","user_url":"","description":""}],"_links":{"self":[{"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/posts\/69107","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/comments?post=69107"}],"version-history":[{"count":15,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/posts\/69107\/revisions"}],"predecessor-version":[{"id":69701,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/posts\/69107\/revisions\/69701"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/media\/29128"}],"wp:attachment":[{"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/media?parent=69107"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/categories?post=69107"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/tags?post=69107"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/dev2.bpcc.org.pl\/pl\/wp-json\/wp\/v2\/ppma_author?post=69107"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}