From ticket to equality: what sixty years of law means for your company today

We traced five acts: from "the same work" (1963), through "equal value" (1975) and "pattern instead of intent" (2006), to "the light" (2023). Each time, the law widened who it could see — and shifted the burden from the worker to the employer. The net effect for a company is one: today it is you who answers the question "why does he or she earn more?" — before a worker, an auditor or a court asks it.

The law widened the question. Today the company must know the answer.

The good news is that each of these rules can be matched with a concrete, measurable answer.

Why we do this at Levelly

We did not start with a tool. We started with a question — whether Polish companies are ready for this change at all — and we researched it ourselves. We are the authors of Poland's first nationwide study of employee attitudes to pay transparency and fairness (N = 1,050, with the Experience Institute), and we built its findings into the product, including our own index of trust in the pay system. We believe transparency is not a threat but the best protection — both for the worker who knows where they stand and for the company that can defend itself. That is why we do not sell a once-a-year report. We provide a process: from uploading data, through diagnosis and explanation of differences, to a directive-ready report — with AI-suggested insights, on your anonymised data, which stays with you. Sixty years of law led to one simple requirement: being able to answer "Why exactly this amount?". We make sure you can.

Your stop: 15 minutes. We'll measure your gap on a data sample and show you a ready compliance report — no strings attached. Book a meeting or enter the platform.
#MindthePayGap — World Tour.
No closing date.