Why is it so hard to talk about a raise?

In Poland, compensation remains a taboo subject; many companies include non-disclosure clauses in contracts, and conversations about pay at the water cooler can raise blood pressure more than caffeine. For many, money is still an indicator of a person's value, a symbol of recognition for their skills, and a sign of respect.

Pay transparency

Upcoming EU regulations regarding pay transparency, which Poland is required to implement by 7 June 2026, will not introduce full pay openness but rather measures to promote gender equality in the labour market. While publishing pay ranges in job advertisements is welcomed by many employees, there are concerns that it could spark a sense of injustice, especially if a vast gap is revealed between two people with similar qualifications in the same role. This persists even though market awareness has grown significantly in recent years due to salary reports in specific industries. According to the InterviewMe.pl study, 85% of respondents are aware of pay levels in their industry, yet this does not translate into a change in employees' attitudes, particularly among women.

Difficult talks about pay rises

The InterviewMe study shows that talking about money at work is difficult for nearly half of the respondents. As many as 40% of employees have never asked their supervisor for a pay rise. Furthermore, this attitude often appears at the very start of employment—nearly 55% of respondents admitted they never negotiated their salary during the hiring process. When asked about financial expectations, candidates often undervalue themselves for fear that a high figure will disqualify them, resulting in a feeling of being underappreciated: over half of those surveyed (52%) feel they earn too little relative to their duties.

Fear over logic

It is well established that money is a subject that triggers powerful emotions. It is not just about the quality of life; for many, money is a symbol of maturity, responsibility, and personal freedom. Consequently, earnings are strongly linked to self-esteem, with 76% of employees assessing their professional worth through the lens of their salary. Compensation thus becomes an emotional "barometer" that influences our sense of self-worth and workplace comfort.

Psychological barriers

The main factor stopping employees from discussing finances is emotion. The most common psychological blocks include:

• lack of confidence (cited by 22% of respondents).
• fear of rejection (a barrier for 21%).
• fear of judgement, whether personal or professional (held back 18% of workers).

Interestingly, for 8% of respondents, loyalty to the company is a barrier to discussing a pay rise (8%), and for 5%, it is the feeling that a pay rise would be undeserved. At the same time, the survey does not provide any data on the phenomenon of so-called quiet quitting, i.e. performing only the duties specified in the contract at work, lack of emotional involvement, withdrawing from activities that may require initiative or greater mental effort.

The gap between generations

Employees are more likely to change jobs than to attempt a conversation with their employer about a pay rise. According to the report, 30% of surveyed workers plan to change jobs soon due to low pay. This is particularly true for employees aged 26–29 (41%), who have gained experience and confidence but also face increasing financial commitments, such as starting a family or buying a home. Employers often fail to notice this life transition, and because employees do not ask for raises, a gap forms between financial expectations and actual pay.

Gender and emotions

The thought of asking for a pay rise often triggers fear (29%), shame (16%), and even guilt (12%). There is a significant gender divide in how these conversations are experienced: men most often felt calm (36%), while women in the same situation most frequently felt fear (39%). Additionally, three out of four people admit to feeling less valuable when earning less than others in similar positions, a feeling to which women are slightly more susceptible.

The value of dialogue

Different age groups approach these talks differently: older workers (40–58) predominantly feel hope (39%) and calm (35%), whereas younger workers (26–39) are more likely to feel injustice (39%) and fear (38%). Despite the difficulty, the report offers positive conclusions: negotiation pays off. Data shows that 90% of people who negotiated a higher salary during the final stage of hiring achieved some success: 51% received the salary they requested, and 39% received more than the original offer, even if less than they asked for.

Self-awareness and a willingness to discuss money — even if it stirs up strong emotions — can facilitate better career planning and sound financial decisions.

The InterviewMe.pl study involved 574 working individuals of various ages and backgrounds. Respondents answered 33 questions between 13 and 26 October 2025.

FAQ:

1. Why is discussing salary difficult for employees? It is mainly due to psychological barriers. According to the study, 22% of employees cite a lack of confidence, followed by fear of rejection (21%) and judgement. Many workers link their salary directly to their self-esteem and professional worth.
2. Is salary negotiation effective? Yes. Negotiation is highly effective: 90% of candidates who negotiated during the final recruitment stage achieved success. Specifically, 51% received the exact salary they requested, and 39% secured an offer higher than the initial proposal.
3. When will Poland implement EU pay transparency rules? Poland must implement the new EU pay transparency regulations by 7 June 2026. These rules aim to close the gender pay gap and promote equality, though they will not require companies to make all salaries public.
4. How do men and women react differently to asking for a raise? There is a clear emotional divide. Men most often report feeling calm (36%) during salary talks, while women primarily feel fear (39%). Women are also more susceptible to feeling undervalued if they earn less than their peers.
5. Do most people negotiate their salary during recruitment? No. Surprisingly, 55% of respondents admitted they never negotiated their pay when starting a new job. Many candidates undervalue themselves, fearing that higher financial expectations might disqualify them from the role.