Higher Minimum Wage and Hourly Rate in 2026 in Poland.

Minimum wage – PLN 4,806 gross

As of January 1, 2026, the increased minimum wage in Poland will take effect, set at PLN 4,806 gross. At the same time, the minimum hourly rate applicable to mandate contracts (umowa zlecenia) and service contracts will rise to PLN 31.40. These changes were introduced by a regulation of the Council of Ministers published in the Journal of Laws. In practice, this means that compared to 2025, the minimum wage will increase by PLN 140, while the hourly rate will grow by PLN 0.90.

It is worth noting that this increase is smaller than expected – more than PLN 200 gross less than what the Ministry of Family, Labour and Social Policy had announced just a few months earlier.

The regulation of the Council of Ministers is a consequence of the lack of consensus within the Social Dialogue Council. Under the Minimum Wage Act, if the social partners do not agree on the level of the minimum wage and hourly rate within the statutory deadline, the government decides – no later than September 15 of the given year. At the same time, the amounts adopted in the regulation cannot be lower than the proposals previously submitted for negotiation.

Practical Consequences for Employers

The new minimum wage and hourly rate are significant not only for employees but will also have a direct impact on employers’ financial situation, particularly in the SME sector. Higher labor costs will affect company budgets, especially in industries with a high share of employees working at the minimum wage level. On the other hand, the statutory mechanism ensures that the real value of the minimum wage remains linked to inflation and economic dynamics, serving as a safeguard for employees’ purchasing power.

Rising labor costs

Increasing the minimum wage automatically raises the cost of employing staff paid at that level. To the gross salary, employers must add social security and health insurance contributions, further increasing the financial burden.

Social security contributions and benefits tied to the minimum wage

The rise in the minimum wage affects the level of numerous contributions and benefits, such as the basis for calculating social security (ZUS) contributions, the minimum base for sickness benefits, the night work allowance, and severance pay.

As a result, employers’ costs rise not only in terms of wages but also other mandatory payments.

Civil law contracts

The new minimum hourly rate (PLN 31.40) applies to mandate and service contracts. Employers and contractors will be obliged to adjust remuneration terms in such agreements. This may require contract renegotiations, especially in sectors where these forms of employment are widespread.

Impact on HR policies and service pricing

For SMEs, particularly in industries with a high share of low-paid workers (retail, services, construction), the increase in the minimum wage may necessitate higher prices for services or goods. Companies may also consider reducing employment levels or restructuring their workforce in favor of automation and process optimization.

Indirect effect – wage pressure

An increase in the minimum wage often leads to demands for raises among employees earning above the minimum level, creating broader wage pressure and further cost challenges for employers.