Skip to content As of 1 January 2026, the national minimum wage in Poland is set at PLN 4,806 gross per month (approximately PLN 3,531 net), with a minimum hourly rate of PLN 31.40 gross (ca. €7,37). This update is established by the Regulation of the Council of Ministers of 11 September 2025. It affects both full-time employees and individuals working under project-based or fixed-term contracts.
Unlike previous years, the minimum wage and hourly rate remain unchanged throughout 2026, with no mid-year adjustments. This stability provides employers with better predictability for labor costs and offers workers a reliable baseline for their income. The increase is modest compared with recent years, reflecting current economic forecasts and moderate inflation.
Impact on Employees
Full-time workers earning the minimum wage see a tangible increase in their net income, while those on project-based or fixed-term contracts directly benefit from the higher hourly rate.
The rise in the minimum wage also affects a range of benefits and allowances, including:
- Allowances, e.g. the night shift allowance calculated on the basis of the hourly rate;
- Social benefits, such as sickness or maternity benefits;
- Minimum pensions, which are linked to the national minimum wage.
Impact on Businesses
For companies, the increase results in higher overall employment costs. Including social security and health contributions, the total monthly cost for a minimum wage employee exceeds PLN 5,800. Small and medium-sized enterprises (SMEs) are particularly affected, as a large portion of their workforce typically earns the minimum wage.
Employers also need to account for:
- Higher social security contributions, calculated on the updated wage level;
- Severance payments and other compensations tied to the minimum wage;
- Tax thresholds and exemption limits that depend on wage levels.
In sectors with a high proportion of minimum wage workers, the increase may lead to cost pressures and the need for workforce optimization. Some companies may also adjust internal pay structures to maintain appropriate wage ratios between different roles.
Conclusion
The 2026 minimum wage increase represents a significant change both for employees, who experience a real rise in income, and for employers, who must carefully plan staffing costs and remuneration strategies. Effective management requires not only accounting for direct salaries but also considering the broader system of contributions, benefits, and statutory obligations.