Your organisation defines how roles are evaluated. From the grades onward, PeopleForce holds the structure, calculates the indicators the directive names from live compensation data, and keeps the differences behind them reviewable.
Where the regulation stands
In force
Pay or pay range stated in the job advert, or before the interview. No questions about previous pay.
Not yet transposed
The EU deadline. The Polish implementing act is still a draft, so the reporting duty is not yet national law.
Reporting period begins
Under the draft, the first reporting period is calendar year 2027 — the data behind the first report starts here.
First report · draft
First report due for employers of 100 or more — counted in annual work units, not headcount. 100–249 report every three years, 250 and above every year.
Before you start
PeopleForce works with the job evaluation and grading structure your organisation already uses. If your roles are not yet evaluated and grouped into grades, that step needs to be completed first.
Roles have been evaluated — with Sedlak & Sedlak, Korn Ferry, Mercer, the Hay method or an internal committee — and sit in levels with pay bands.
Part of Core HR. Not a paid add-on.
Start by defining how roles are evaluated and grouped into grades. Until that exists, there is no structure for a pay gap report to work from.
Evaluation means assessing every role against objective, gender-neutral criteria — skills, effort, responsibility and working conditions. Under the Polish draft act those criteria are agreed with the trade unions; if no agreement is reached within 30 days, the employer may set them itself and must notify the district labour inspector within five days. This is a decision the organisation makes and signs; no HR system produces it.
Where to start
Job evaluation consultancies do this work. We collaborate with Kaizen HR and can make an introduction.
Once grades exist, the import takes an afternoon.
Scope
Your organisation defines how roles are evaluated. From there the chain runs inside one system: the grades and bands you bring in, the compensation records they sit against, the indicators calculated from both, and the conversations that follow.
Job evaluation
Consultants or an internal committee Criteria agreed with worker representatives (Polish draft) Result: a grade per role
Grades & pay bands
Job catalog: profiles, levels, job groups, Band minimum and maximum per profile. Loaded from one spreadsheet
Compensation data
Components: base, bonuses, allowances. From any payroll system by API or scheduled import. Or written straight in by Payroll Hub
Pay gap reporting
The seven pieces of information Article 9(1) names Drill-down to the individual Excel export in two sheets
Employee communication
Pay information requests on forms you design. Pay policy in the knowledge base. Band in the employee's own profile.
Job catalog import template
Job profile · Level · Job group (required) · Skills · Minimum and maximum base compensation, stated as annual figures · Currency · Custom fields. Levels and job groups that do not exist yet are created as the file loads, and re-importing updates the structure whenever grades change.
The report
Select an indicator to see how it is calculated and where it appears in the report. Every figure on these screens also leaves the system as an Excel file.
Export to Excel
Two sheets: the fourteen figures a filing asks for, and a row per employee. Prepared in the background — a download link arrives by email and stays live for thirty days.
GUS has not published a reporting format. Once it does, the export will be updated to match it.
The mean and the median gender pay gap, in one tile — points (a) and (c) of Article 9(1). The difference between average pay for men and for women, as a percentage of men's average pay, with the median of each group beside it.
In the Excel export: Summary sheet, first two columns — Mean and Median Gender Pay Gap (%)
The mean and the median gender pay gap, in one tile — points (a) and (c) of Article 9(1). The difference between average pay for men and for women, as a percentage of men's average pay, with the median of each group beside it.
In the Excel export: Summary sheet, first two columns — Mean and Median Gender Pay Gap (%)
Export to Excel
Two sheets: the fourteen figures a filing asks for, and a row per employee. Prepared in the background — a download link arrives by email and stays live for thirty days.
GUS has not published a reporting format. Once it does, the export will be updated to match it.
Review
Every employee is plotted against the pay band of their level. Opening the review lists the ones outside it — their band, their pay, and how far past the edge it falls. Differences usually have a reason: a counter-offer, a long-tenured hire, a specialist role. That reason lives as a comment on the person's pay record and travels into this list, in the same row as the deviation. Behind it sits the change history: the previous value, the new one, who made the change, when, and the date it takes effect.
After the analysis
Four requests account for almost all of it: what am I paid and how was that set, what is the average for people doing work of equal value, how pay and promotion decisions are made, and a demand for corrective action. Give employees a structured way to ask — with every response documented in PeopleForce.
Access and control
Pay data doesn't have to be visible to everyone who has access to an employee record. Control who can see it, who can change it, and keep a record of every change.
More in Core HR
Everything around pay data, from access rules and policies to requests, signed documents, workflows and the org chart, in one connected system.
Access rules for every employee field
Rule-based roles and field-level permissions decide who sees which employee data, pay included.
Access rules for every employee field
Rule-based roles and field-level permissions decide who sees which employee data, pay included.
Beyond the features
We get you live in weeks, not months — with real people answering after go-live, and room to add the rest of HR when you’re ready.
Live in up to four weeks
A dedicated success manager guides your setup — it’s included in the plan, not a paid add-on.
Multilingual support
Real people answer: a ~2-minute first reply and 98% satisfaction.
Room to grow
Start with Core HR and add recruiting or performance later — same employee record, no second system.
Leader
Users Love Us
Regional Leader
High Performer
Certifications, granular access and full control over what happens to your data.
Best SupportA 30-minute call in Polish or English, walking through the report with your grade structure. If job evaluation turns out to be the open question, we will say so and point you to a partner.
