Poland is entering 2026 with a fresh wage increase that affects everyone, including local workers, foreign employees, and those planning to apply for a job or work permit next year. And if you’re an international job seeker eyeing Poland as your next career destination, the new salary rules are something you need to understand before submitting any paperwork. This new wage structure isn’t just a minor adjustment; it directly shapes your eligibility, your contract, and even your work permit approval. Let’s break down how the 2026 wage hike impacts you.
Key Takeaways
What Poland’s 2026 Minimum Wage Increase Means for Workers
Poland’s government will raise the national minimum wage to PLN 4,806 gross per month starting 1 January 2026, a slight but meaningful jump from the previous PLN 4,666. Alongside this, the hourly minimum rate will rise to PLN 31.40, up from PLN 30.50. These numbers might look like small increments on paper, but they’re part of a broader economic strategy. Poland has spent the past few years battling inflation, rising living costs, and labour shortages across multiple sectors. Increasing the minimum wage is the government’s way of stabilising worker incomes and maintaining competitiveness within the European labour market.
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For job seekers both local and foreign, these numbers matter more than ever. The national minimum wage sets the baseline for every legally employed worker in the country, regardless of profession or nationality. This means companies must adjust salaries, revise contracts, and ensure that all workers meet these updated thresholds before any employment or residence permit can be issued.
How the New Salary Threshold Affects Foreign Job Seekers
If you’re a foreign national planning to work in Poland in 2026, your salary offer must meet the same minimum standards as Polish workers no exceptions. This is part of Poland’s “equal pay for equal work” rule, which ensures that employers cannot underpay foreign workers or use lower wages as a hiring incentive. The salary on your contract must reflect the true market rate for your role, and it must be high enough to support your living expenses in Poland.
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Polish authorities will also evaluate whether your income is sufficient to support family members, if they’ll be joining you. And there’s another important detail: your salary must be paid in Polish zloty (PLN) and through a Polish payroll system. No foreign bank transfers, no mixed-currency payments. Everything must go through local channels to ensure transparency and compliance with labour laws.
For foreign job seekers, this means you cannot rely on employers offering “creative” compensation structures. The base salary in PLN must meet or exceed the legal threshold; otherwise, your application risks rejection.
Updated Salary Requirements for Work Permits and Single Permits
The 2026 wage increase directly affects standard Work Permits and Single Permits (the combined work-and-residence permit most foreign workers use). Since the minimum wage sets the bottom line, your job offer must reflect at least PLN 4,806 gross per month, but in many cases, it needs to be higher. Authorities check whether the salary aligns with what Polish workers in the same position earn, which means jobs in IT, engineering, and finance often require salaries well above the legal minimum.
Another key point is what cannot be counted toward your salary. Poland’s immigration and labour laws are very firm on this: benefits, allowances, bonuses, overtime pay, accommodation support, and meal subsidies do not count toward the minimum salary requirement. Only your fixed base salary is considered. This prevents employers from disguising low pay behind additional perks.
If your contract lists a base pay below the threshold, even if the total compensation looks generous, your application will not move forward. This clarity helps protect both employers and employees, making sure everyone understands the mandatory payroll expectations before a permit is issued.
City-Specific Salary Rules for ICT Permit Holders
Not all salary rules are universal across Poland. For workers applying under the Intra-Company Transfer (ICT) permit category, the minimum salary depends on the city where the job is located. This is because ICT workers are typically transferred for high-skilled roles, and their salaries must match local labour market standards.
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Here’s how the 2026 minimums look:
- Warsaw: PLN 5,926.63
- Kraków: PLN 5,084.37
- Other major cities follow similar banded thresholds depending on local wages and cost of living.
These amounts are higher than the national minimum wage, and that’s intentional. Big cities like Warsaw and Kraków have stronger tech, finance, and corporate sectors, which drive up average wages. Poland’s government requires ICT permit holders to meet these city-specific thresholds to maintain fairness with local employees in comparable roles.
If your company is transferring you to Poland under the ICT route, make sure your HR team understands these regional differences. A salary appropriate in one city may fall short in another, and that could delay or jeopardise your visa approval.
EU Blue Card Applicants Face Higher Income Requirements
If you’re planning to apply for the EU Blue Card, the bar is set even higher. Starting in 2026, the minimum qualifying salary for a Blue Card in Poland will rise to PLN 12,272.58 gross per month. This figure represents 150% of Poland’s average gross salary, which is the standard used across the EU.
The Blue Card is designed for highly skilled professionals, particularly in engineering, IT, scientific research, and specialised managerial roles. Because the card grants long-term work benefits and a pathway to EU mobility, the salary requirement is intentionally steep. It filters applications to ensure that only highly qualified, in-demand professionals receive the card.
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For foreign applicants, the takeaway is simple: if your employer offers a salary below the new threshold, you won’t qualify for a Blue Card even if your profession is on the shortage list. Make sure contract negotiations reflect the updated requirement, especially if you plan to use the Blue Card as a stepping stone to long-term residence or EU-wide opportunities.
What Employers and Applicants Should Do Before Applying
The 2026 wage hike means both employers and foreign applicants must prepare more carefully. Employers should review all job offers for foreign hires, update salary structures, and ensure they meet the correct minimums based on the permit type. Payroll systems must also be fully aligned with the requirement to pay salaries in PLN through Polish bank accounts.
For applicants, it’s crucial to double-check that your contract lists a clear base salary that meets the mandatory threshold. If you’re applying for an ICT permit or an EU Blue Card, verify that your salary matches the right category; general minimums don’t apply to these specialised permits. Being proactive about documentation reduces the chance of delays, corrections, or rejections in the application process.
It also helps to discuss salary transparency early in the hiring stage. Many employers, especially smaller companies, may not be fully aware of the 2026 updates. Asking the right questions about salary, payroll, and contract structure ensures that your application starts on the right foot.
Poland’s 2026 wage increase is a positive step for workers, but it also brings new responsibilities for employers and foreign applicants. Whether you’re pursuing a standard work permit, an ICT transfer, or the EU Blue Card, understanding these updated thresholds is essential. A compliant contract isn’t just about meeting legal requirements; it’s your foundation for a smooth relocation and a secure start in Poland’s growing job market.
