Webinar “The Pay Transparency Directive 2026. Facts and Myths”
June 2026. Your HR department receives the first requests from employees to disclose pay data. Trade unions demand detailed reports. Job candidates ask about salary ranges even before the first recruitment interview. And you wonder whether your organization has done everything it should. Sounds like a distant future? It’s just a few months away.
Why Pay Transparency?
Since the announcement of the Pay Transparency Directive, the topic of pay transparency has become one of the hottest in the HR world. Discussions are taking place in HR departments, at industry conferences, and in boardrooms. In the public sphere there is a great deal of imprecise, and sometimes downright incorrect, information about what the Directive really requires. Some frighten people with the prospect of total pay transparency and a revolution in pay tables. Others downplay the changes, assuming that “it will somehow work out” or that the rules will prove milder in practice than on paper. Both attitudes are risky.
The truth, as usual, lies somewhere in the middle.
The Pay Transparency Directive does indeed introduce significant changes, but it does not mean the automatic disclosure of every złoty on the payroll. What it does require is a systematic approach to pay structure, clear criteria for shaping pay, and a readiness to answer questions — from both employees and their representatives. It is a change that will affect not only HR departments, but also management, finance, and internal communication.
The problem is that many organizations are still basing their preparations on incomplete or distorted information. Some read media headlines and draw hasty conclusions. Others wait for the final shape of the Polish implementing regulations, hoping that “there is still time.” Meanwhile, the key questions — about the structure of the pay budget, about the relationship with trade union organizations, about internal communication — need answers now. Because preparing an organization is not a matter of a single quarter, but a process that should be launched well in advance.
That is precisely why, at Fiabilis Consulting Group, we decided to tackle this topic head-on — to separate the facts from the myths and to give those responsible for pay in organizations concrete, practical knowledge.
We invite you to the free webinar “The Pay Transparency Directive 2026. Facts and Myths,” during which we will show how to realistically prepare your organization to implement the Directive’s requirements — without unnecessary costs, communication chaos, or legal risks. We will neither frighten nor reassure. We will focus on what the rules actually say, how they will affect pay budgets, and what specifically can be done today.
The webinar is aimed at those responsible for pay policy, HR, employee relations, and management — everyone who prefers to prepare thoughtfully rather than react in emergency mode once the rules come into force.
The event will take place on April 26, 2026, on the Clickmeeting platform. It will feature Bartosz Kruszewski, Sylwia Mitura-Lis, and Piotr Bocianowski. We begin at 9:00 a.m.
The number of places is limited. Registration is on a first-come, first-served basis.
