Polish employers must now ensure job advertisements and recruitment processes adhere to new guidelines promoting gender neutrality, according to recent directives from the Ministry of Family, Labour and Social Policy. The regulations, which take effect December 24, 2025 [[1]], aim to prevent discrimination and foster equal possibility in the workplace by prohibiting gender-suggestive language in job postings. While the initial focus is on external-facing materials, experts suggest a broader review of internal job titles may be necessary to ensure long-term legal compliance [[3]].
Polish employers face potential fines for using gendered job titles in recruitment materials, according to recent guidance from the Ministry of Family, Labour and Social Policy. The move reflects a growing effort to promote equal opportunity in the workplace and prevent discrimination based on gender.
The Ministry clarified on December 8, 2025, that the regulation primarily applies to the publication of job advertisements and other materials directed at candidates. Job titles should not suggest a preference for one gender or exclude individuals of another gender.
However, the Ministry also stated that the rule does not directly address the naming of positions used internally within a company, outside of the recruitment process – such as in company regulations or directives – as long as those internal titles aren’t used in job postings. “The Ministry of Family, Labour and Social Policy is not the authority responsible for issuing binding interpretations of the law or interpreting individual factual situations,” the Ministry stated in response to an inquiry. “The above explanations are of a general and informative nature, and the manner of applying the provisions should be adapted to the circumstances of a specific situation.”
Nie chcą się leczyć, boją się. Psycholożka o problemach Polaków
Employers who use gender-suggestive job titles in advertisements or recruitment materials could face intervention from the State Labour Inspectorate and fines of up to 2,000 zł. Repeat offenses could result in penalties up to 5,000 zł.
Treści w naszych serwisach służą celom informacyjno-edukacyjnym i nie zastępują konsultacji lekarskiej. Przed podjęciem decyzji zdrowotnych skonsultuj się ze specjalistą.
Some experts suggest organizations should consider broader implementation of gender-neutral naming conventions for consistency and legal security. “Formally, the regulations apply to job advertisements, but in many organizations, changing titles may require updating pay scales, collective bargaining agreements, and some employment contracts,” said Filip Firuta, a legal counsel, as reported by infor.pl. “In such cases, changes may require consultation with trade unions and sufficient time for implementation.”
