{"id":3419,"date":"2025-09-19T10:00:00","date_gmt":"2025-09-19T08:00:00","guid":{"rendered":"https:\/\/koda-advisory.pl\/pl\/?p=3419"},"modified":"2025-09-30T09:29:08","modified_gmt":"2025-09-30T07:29:08","slug":"podwyzka-minimalnego-wynagrodzenia-od-2026-roku","status":"publish","type":"post","link":"https:\/\/koda-advisory.pl\/pl\/blog\/2025\/09\/19\/podwyzka-minimalnego-wynagrodzenia-od-2026-roku\/","title":{"rendered":"Podwy\u017cka minimalnego wynagrodzenia od 2026 roku\u00a0\u00a0"},"content":{"rendered":"\n<section class=\"post-header section max-w-full\">\n<div class=\"post-header__inner-container inner-container is-root-container\">\n<div class=\"post-terms taxonomy-category\">\n\t<span class=\"screen-reader-text\">\n\t\tPost terms:\t<\/span>\n\t<ul class=\"post-terms__list\">\n\t\t\t\t\t<li class=\"post-terms__list-item\">\n\t\t\t\t<a href=\"https:\/\/koda-advisory.pl\/pl\/blog\/category\/alert\/\" class=\"post-term\">Alert<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"post-terms__list-item\">\n\t\t\t\t<a href=\"https:\/\/koda-advisory.pl\/pl\/blog\/category\/place-hr\/\" class=\"post-term\">P\u0142ace &amp; HR<\/a>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\n\n\n\n<h1 class=\"post-header__title heading max-w-wide txt-center\"><strong>Podwy\u017cka minimalnego wynagrodzenia od 2026 roku<\/strong>\u00a0<\/h1>\n\n\n\n<div class=\"post-date\">\n\t<span class=\"screen-reader-text\">\n\t\tPublished on:\t<\/span>\n\t<time class=\"post-date__published\" datetime=\"2025-09-19T10:00:00+02:00\">\n\t\t19 wrze\u015bnia, 2025 10:00 am\t<\/time>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<section class=\"post-content section max-w-full\">\n<div class=\"post-content__inner-container inner-container is-root-container\">\n<figure class=\"post-content__image image max-w-wide\"><div class=\"inner-container r-2:1\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-scaled.jpg\" class=\"wp-image-2082 is-cropped\" width=\"2560\" height=\"1707\" srcset=\"https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-scaled.jpg 2560w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-768x512.jpg 768w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-1280x853.jpg 1280w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-256x171.jpg 256w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-1024x683.jpg 1024w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-1536x1024.jpg 1536w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-2048x1365.jpg 2048w, https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2024\/03\/mufid-majnun-LVcjYwuHQlg-unsplash-512x341.jpg 512w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/div><\/figure>\n\n\n\n<div class=\"post-content__sidebar container\">\n<div class=\"post-content__sidebar-content container\">\n<nav class=\"toc\"><ul class=\"toc__list\">\n<li class=\"toc__list-item\"><a href=\"#wstep\" class=\"toc__link js-toc-link\">Wst\u0119p<\/a><\/li>\n\n\n\n<li class=\"toc__list-item\"><a href=\"#stan\" class=\"toc__link js-toc-link\">Wp\u0142yw na inne sk\u0142adniki wynagrodzenia<\/a><\/li>\n\n\n\n<li class=\"toc__list-item\"><a href=\"#audyt\" class=\"toc__link js-toc-link\">Konsekwencje dla pracodawc\u00f3w<\/a><\/li>\n\n\n\n<li class=\"toc__list-item\"><a href=\"#kontakt\" class=\"toc__link js-toc-link\">Kontakt<\/a><\/li>\n<\/ul><\/nav>\n<\/div>\n<\/div>\n\n\n\n<div class=\"post-content__main container\">\n<p id=\"wstep\" class=\"text is-style-lead\">Od 1 stycznia 2026 roku w Polsce minimalne wynagrodzenie wzro\u015bnie do kwoty 4806 z\u0142 brutto, a minimalna stawka godzinowa wyniesie 31,40 z\u0142 brutto. Ta zmiana ma istotne konsekwencje zar\u00f3wno dla pracownik\u00f3w, jak i pracodawc\u00f3w, wp\u0142ywaj\u0105c na wiele aspekt\u00f3w wynagrodze\u0144 i warunk\u00f3w pracy. Podane kwoty maj\u0105 obowi\u0105zywa\u0107 przez ca\u0142y przysz\u0142y rok, tj. od stycznia do grudnia 2026 roku.<\/p>\n\n\n\n<div class=\"separator mt-8 mb-8\"><span class=\"separator__line\"><\/span><\/div>\n\n\n\n<h2 id=\"stan\" class=\"heading h-24\"><strong><strong>Wp\u0142yw na inne sk\u0142adniki wynagrodzenia<\/strong>\u00a0 <\/strong><\/h2>\n\n\n\n<p>Podwy\u017cka minimalnego wynagrodzenia ma bezpo\u015bredni wp\u0142yw na kilka kluczowych sk\u0142adnik\u00f3w p\u0142acowych, kt\u00f3re s\u0105 rozliczane na li\u015bcie p\u0142ac:&nbsp;<\/p>\n\n\n\n<ul class=\"list\">\n<li class=\"list-item\"><span class=\"text\">Wynagrodzenie za przest\u00f3j\u00a0 &#8211; pracownicy otrzymuj\u0105 wynagrodzenie za czas przestoju, kt\u00f3re nie mo\u017ce by\u0107 ni\u017csze ni\u017c minimalne wynagrodzenie (art. 81 \u00a7 1 k.p.).\u00a0<\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Wynagrodzenie za miesi\u0105c bez pracy &#8211; je\u015bli pracownik nie \u015bwiadczy\u0142 pracy przez ca\u0142y miesi\u0105c z przyczyn niezale\u017cnych od siebie, przys\u0142uguje mu wynagrodzenie na poziomie minimalnym (art. 129 \u00a7 5 k.p.).\u00a0<\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Odszkodowanie za naruszenie zasady r\u00f3wnego traktowania &#8211; w przypadku naruszenia zasady r\u00f3wnego traktowania, odszkodowanie nie mo\u017ce by\u0107 ni\u017csze ni\u017c minimalne wynagrodzenie (art. 18<sup>3d<\/sup> k.p.).\u00a0<br><\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Odszkodowanie za mobbing &#8211; pracownik, wobec kt\u00f3rego stosowany by\u0142 mobbing, ma prawo do odszkodowania w wysoko\u015bci co najmniej minimalnego wynagrodzenia (art. 94<sup>3<\/sup> \u00a7 4 k.p.).\u00a0<br><\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Odprawa przy rozwi\u0105zaniu stosunku pracy &#8211; odprawa z tytu\u0142u rozwi\u0105zania stosunku pracy z przyczyn niedotycz\u0105cych pracownika nie mo\u017ce by\u0107 ni\u017csza ni\u017c minimalne wynagrodzenie (art. 8 ust. 4 ustawy o szczeg\u00f3lnych zasadach rozwi\u0105zywania stosunk\u00f3w pracy z przyczyn niedotycz\u0105cych pracownik\u00f3w).\u00a0<br><\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Minimalna podstawa zasi\u0142ku &#8211; podstawa wymiaru zasi\u0142ku chorobowego i macierzy\u0144skiego nie mo\u017ce by\u0107 ni\u017csza ni\u017c minimalne wynagrodzenie (art. 45 ust. 1 ustawy o \u015bwiadczeniach pieni\u0119\u017cnych z ubezpieczenia spo\u0142ecznego w razie choroby i macierzy\u0144stwa).\u00a0<br><\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Dodatek za prac\u0119 w porze nocnej &#8211; pracownik wykonuj\u0105cy prac\u0119 w porze nocnej otrzymuje dodatek w wysoko\u015bci 20% stawki godzinowej wynikaj\u0105cej z minimalnego wynagrodzenia za prac\u0119.\u00a0<br><\/span><\/li>\n<\/ul>\n\n\n\n<div class=\"separator mt-8 mb-8\"><span class=\"separator__line\"><\/span><\/div>\n\n\n\n<h2 id=\"audyt\" class=\"heading h-24\"><strong>Konsekwencje dla pracodawc\u00f3w<\/strong>\u00a0<\/h2>\n\n\n\n<p>Pracodawcy musz\u0105 dostosowa\u0107 wynagrodzenia pracownik\u00f3w do nowego poziomu minimalnego wynagrodzenia. Cho\u0107 formalna zmiana umowy o prac\u0119 nie zawsze jest wymagana, pracodawcy musz\u0105:&nbsp; <\/p>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Zapewni\u0107 zgodno\u015b\u0107 wynagrodze\u0144 &#8211; wynagrodzenie musi by\u0107 zgodne z nowymi przepisami. Je\u015bli umowa o prac\u0119 okre\u015bla wynagrodzenie ni\u017csze ni\u017c nowa stawka minimalna, konieczne jest dokonanie odpowiednich zmian,<\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\"> Informowa\u0107 pracownik\u00f3w &#8211; pracodawcy powinni poinformowa\u0107 pracownik\u00f3w o zmianach wynagrodzenia. Mo\u017ce to by\u0107 realizowane poprzez pisemne zawiadomienie,<\/span><\/li>\n\n\n\n<li class=\"list-item\"><span class=\"text\">Dostosowa\u0107 systemy p\u0142acowe &#8211; nale\u017cy aktualizowa\u0107 systemy p\u0142acowe, aby uwzgl\u0119dnia\u0142y nowe minimalne stawki wynagrodzenia, co mo\u017ce obejmowa\u0107 zmiany w oprogramowaniu p\u0142acowym i procedurach kadrowych.<\/span><\/li>\n\n\n\n<div class=\"separator mt-8 mb-8\"><span class=\"separator__line\"><\/span><\/div>\n\n\n\n<h2 id=\"kontakt\" class=\"heading h-24\"><strong>Nasze wsparcie<\/strong><\/h2>\n\n\n\n<p class=\"text fs-22\">Sprawd\u017a nasze us\u0142ugi podatkowe, oraz p\u0142acowo-kadrowe jakie \u015bwiadczymy dla naszych klient\u00f3w. Jeste\u015bmy po to, \u017ceby u\u0142atwia\u0107 prowadzenie Twojej dzia\u0142alno\u015bci.   <\/p>\n\n\n\n<div class=\"cta container\">\n<p id=\"\" class=\"cta__text text\">Zajmujemy si\u0119 prowadzeniem bie\u017c\u0105cych rozlicze\u0144 podatkowych.<\/p>\n\n\n\n<div class=\"cta__buttons buttons gap-8\">\n<a href=\"tax-compliance\" class=\"cta__button button\" target=\"_self\" rel=\"noopener noreferrer\"><span class=\"button__text\">SPRAWD\u0179<\/span><span class=\"button__icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"11\" height=\"9\" viewBox=\"0 0 11 9\">\n\t<path d=\"M6.20299 0L5.35452 0.795937L8.70343 3.9375H0V5.0625H8.70343L5.35452 8.20406L6.20299 9L11 4.5L6.20299 0Z\" \/>\n<\/svg><\/span><span class=\"button__bg\"><\/span><\/a>\n<\/div>\n\n\n\n<img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/koda-advisory.pl\/pl\/wp-content\/uploads\/sites\/2\/2023\/07\/911065-1.jpg\" class=\"cta__background image wp-image-655\" width=\"588\" height=\"320\" 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