Poland Salary Guide 2025 – What You Need to Know

The Polish labour market has matured rapidly over the past few years, but getting a clear picture of employees’ salary requirements is harder than ever. Every year dozens of firms publish salary guides, each presenting a different perspective. Some focus on their unique experience of recruitment spend, some collect HR data directly from employers, and others pool responses across Central Europe.

Take Hays, CPL, and Devire, for example. They are among the most influential sources shaping this picture, but there are some discrepancies, leaving businesses and job seekers uncertain about what to expect.

This article breaks down these surveys, identifies the gaps, and adds insights from Patrycja Skwiot-Włodarska, Recruitment Manager at Verita HR Group, on why these differences exist and what they mean for today’s job market.

Hays Poland Salary Guide 2025

The Hays Poland Salary Guide 2025 draws on recruitment data from 2024, covering over 500 roles across key sectors of the Polish economy. Its analysis finds that post-pandemic hiring remains cautious — with trends resembling a flattened “U” rather than a sharp “V” recovery.

As Hays’ Managing Director Alex Shteingardt notes, employers are taking a measured approach to recruitment and pay. The guide also incorporates survey insights from both employers and specialists, reflecting expectations for the year ahead.

In technology and related fields, demand for skilled talent continues, particularly in areas such as software, infrastructure, and automation. Yet the report highlights that while most organisations plan to raise wages, only a small share expect those increases to reach double-digit levels. Overall, 79 percent of employers intend to increase salaries in 2025 — but just 11 percent anticipate adjustments of 10 percent or more.

^{Source: Hays}

CPL 2025: Poland’s Pay in the CEE Context

By contrast, CPL’s CEE Salary Guide 2025 looks at Poland in the context of Central Europe. This region-wide report (covering the Czech Republic, Poland and Slovakia) aggregates salary data for over 1,000 positions across major industries. It offers “a detailed analysis of salary data” in IT & Tech, Finance, Engineering, Logistics, Sales, Marketing, SSC/BPO and more. In other words, it shows how Poland’s wages compare to its neighbours.

CPL’s guide is designed as a “recruitment tool,” offering insights on CEE hiring trends and in-demand skills. Poland is analyzed alongside Czech and Slovak markets, showing which skills earn premium pay across countries. Because the data spans three markets, figures for Poland are broader estimates and don’t capture internal regional differences, but they give multinationals and regional recruiters a useful CEE-wide view.

Devire 2025: Mapping Poland’s Regional Pay Trends

Devire’s Salary Report 2025 takes a distinct approach, offering both national and local data. Covering 16 industries and 350+ roles, it lists minimum, maximum, and “most commonly offered” salaries. Importantly, it breaks data down by region, with sub-reports for Warsaw, Kraków, Poznań, Gdańsk, Katowice, Wrocław, as well as surrounding areas. This shows how an IT or finance role in Warsaw compares with the same job in Lublin or Kraków.

^{Source: Devire}

Described as “the latest data on salaries in Poland” and a “reliable tool” for building compensation policies, the report is based on salaries from Devire’s recruitment processes. Devire says it draws from “three sources – candidate expectations, employer offers, and market expertise.” It stresses that 2025 is marked by rapid technological change, higher employee expectations, and growing wage pressure, making granular benchmarks essential for both companies and employees, per Dorota Hechner, Permanent Recruitment Director at Devire.

The report also includes region-specific salary maps, guidance on bonuses, and detailed breakdowns across 350+ roles. Its methodology, combining candidate surveys and employer offers, makes it one of the most detailed — but also different — guides on the market.

What Other Surveys/Reports Say

Beyond Hays, CPL, and Devire, other surveys — like Antal’s Salary Report, Target Poland’s Salary Survey 2025, Michael Page, and Sedlak & Sedlak’s National Salary Report — add depth to Poland’s pay trends. All highlight strong demand in IT, finance, and engineering, while showing how salaries shift by location, role, and sector.

According to Artur Skiba, CEO, Antal, Antal’s 2025 Salary Report shows specialists, especially in technical roles, earning clear premiums over general positions. Target Poland confirms a strong “city premium,” with financial services professionals in Warsaw paid noticeably more than in smaller towns. Michael Page highlights rising demand for senior legal, compliance, and engineering experts, keeping salaries under upward pressure in 2025.

Even niche platforms like Wynagrodzenia.pl, backed by Sedlak & Sedlak’s database of 420,000 employees across 1,100 companies, offer fresh insights. Its 2025 edition, updated twice yearly, tracks detailed roles — like .NET developers — for a sharper view of the market.

Further surveys like Grafton’s Business Services Salary (BSS) Salary Report 2025, Goldman Recruitment Salary Survey 2025, and NoFluffJobs Report, all show similar diverging salary trends across job roles and regions in Poland with varying methodologies.

^{Source: Goldman Recruitment}

Why Salary Surveys Differ: Verita HR’s Expert View

It’s no surprise these surveys don’t fully align — each takes a different angle. Hays reports on actual offers from their history of permanent placements, CPL pools data across countries for a regional view, and Devire adds local data and candidate expectations. As a result, salary ranges differ. One report may show higher finance pay by sampling Warsaw, while another relies on national averages. These methods naturally create gaps and inconsistencies.

Verita HR’s recruitment experts see this fragmentation as a major challenge. “The Polish labour market currently suffers from a lack of one coherent picture of salaries, because each survey takes a different angle,” says Patrycja Skwiot‑Włodarska, Recruitment Manager at Verita HR Group. She explains that Verita’s own research is designed to bridge these divides. “That is why our approach combines multiple data sources. Not only recruitment processes, but also verified HR data from employers. This hybrid methodology allows us to deliver a more transparent and granular view of the market.” In other words, Verita collects both what employers say they pay and what candidates expect, then updates it frequently.

Patrycja stresses the importance of context and flexibility. “At Verita HR we take an individual approach to every client, continuously monitoring the market in line with their specific needs,” she says. Verita believes that in today’s volatile environment, salary data must “not only be up to date but also fully transparent” to support business sustainability. “What makes our research different is its precision and practical value: segmented by industry and seniority, covering both major hubs and smaller local markets, and updated more frequently than once a year,” she notes. By contrast, annual salary guides like those from Hays, CPL, and Devire provide snapshots that may already be partly out of date. Verita’s goal is to turn raw survey data into actionable insights that it delivers to its active customers — “a real tool that employers can rely on to shape their remuneration policies and retention strategies,” in Patrycja’s words.

Decoding Poland’s 2025 Pay Trends for Employers

The Poland Salary Guide 2025 shows clear trends but also gaps. Salaries are rising across sectors, yet regional and industry differences persist. As Patrycja notes, no two surveys fully align, so businesses need a nuanced view of the market.

By combining multiple data sources, Verita HR provides that clarity. With pay growth in IT, finance, and engineering, companies must adapt fast to attract and retain talent in Poland’s competitive market.

Do you need help understanding what the right salary for your team in Poland is? Perhaps you are thinking of setting up a new business in Poland and need guidance? If so, get in touch with the specialists at Verita HR to find out how they can help you. Recruiting, outsourcing, or through a recruitment process outsourcing model.

Verita HR offers services including RPO | Permanent Recruitment | Outsourcing | Media Services

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