The IT industry has long attracted attention with its high salaries, though market realities have been changing. In 2025, wages in Polish IT still rank among the top compared to other domestic industries. Below we present an overview of salary ranges for selected IT specializations at junior, mid, and senior levels, along with factors influencing pay such as work model (remote vs on-site), foreign language skills, education, and the global context.
Salary Ranges in Selected IT Specializations (2025)
Based on the latest salary reports and IT community research, here are indicative monthly ranges (in PLN) for selected IT roles. The lower ranges refer to net salaries on an employment contract (take-home pay), while the upper ranges reflect net B2B contract rates (invoiced) – covering the main forms of cooperation in the industry:
Specialization Junior Mid Senior Frontend Developer 5,000–7,000 PLN 9,000–15,000 PLN 13,000–23,000 PLN Backend Developer 6,000–12,000 PLN 9,400–17,000 PLN 14,000–25,000 PLN DevOps Engineer 6,000–10,000 PLN 9,000–18,000 PLN 12,500–28,000 PLN Cloud Engineer 7,000–11,000 PLN 11,000–17,000 PLN 17,000–25,000 PLN Data Scientist 6,000–10,000 PLN 8,600–15,200 PLN 12,500–30,000 PLN Tester / QA 5,000–6,000 PLN 7,000–8,000 PLN 9,000–11,500 PLN Mobile Developer 5,000–8,000 PLN 10,000–16,000 PLN 17,000–27,000 PLN Project Manager (IT) 5,000–10,000 PLN 10,000–18,000 PLN 15,000–25,000 PLN UX/UI Designer 6,500–10,000 PLN 12,500–17,500 PLN 17,000–23,000 PLN Cybersecurity Specialist 8,000–12,000 PLN 12,000–18,000 PLN 18,000–25,000 PLN
Table: Approximate monthly salary ranges for selected IT positions in Poland – Junior, Mid (Regular), and Senior levels in 2025.
As shown, the highest salaries are reached by specialists in Security, DevOps/Cloud, and Data Science – where seniors can earn up to 25–30k PLN monthly on B2B contracts. By comparison, developers (frontend, backend, mobile) at senior level usually fall into the 12–23k PLN range, while testers earn less (senior QA around 9–11.5k PLN net). IT project managers also rank high – senior PMs can reach 20k+ PLN (especially on B2B). The lowest ranges typically concern juniors across all specializations (starting from ~5–6k PLN net), which still exceeds the national average. Importantly, role and specialization matter – for example, architects and security experts are among the best paid, while manual testers or game developers usually earn significantly less than business app developers.
Experience translates directly into pay: currently, mids and seniors enjoy the best market position – companies prefer to invest in experienced specialists, paying them more, rather than building large junior-heavy teams. For instance, the median B2B senior salary can be 2–3 times higher than a junior’s employment salary in the same specialization. For juniors, breaking into the field is harder, but once they build skills, their earnings grow quickly.
The Impact of Remote Work and Foreign Offers on Salaries
Remote work has become the norm in IT – many professionals now work fully remotely or in hybrid mode. This trend also affects pay. Polish companies increasingly hire specialists regardless of location, offering uniform rates independent of city. As a result, a developer from a small town can now earn the same as one in Warsaw, increasing real purchasing power (lower cost of living outside big cities). On the other hand, foreign competition allows top Polish specialists to work for US or Western European firms, often on B2B contracts, achieving pay well above typical domestic levels.
For example, developers at the peak of the boom could earn remotely for foreign firms the equivalent of several dozen thousand PLN monthly (e.g., >40–50k PLN as senior developers for US companies). In 2024, the average annual senior salary in the US was around 130k USD, while in Poland it was ~70k USD – meaning remote work for a foreign employer offers the potential for** nearly double the pay** (though often without local perks and with time zone differences). For Polish firms, this means competing for talent not just locally but globally – which in many cases keeps upward pressure on domestic wages.
It’s worth noting that foreign salaries go hand in hand with higher local living costs. Someone working on-site in London or San Francisco would have to spend much of their pay on housing and services. Still, remote work “for abroad” remains highly attractive – combining Polish living costs with Western salaries has been a recipe for significant income boosts for many IT professionals in recent years.
Foreign Language Skills and IT Salaries
Knowledge of foreign languages – especially English – is standard in IT. Most job offers require communicative English, and it no longer provides an advantage – it is more of a minimum requirement (only proficiency at C1/C2 level may yield a small bonus, a few hundred PLN). English has become IT’s lingua franca, meaning that without it, good jobs are out of reach, but on its own it doesn’t boost salaries.
The situation differs with a second foreign language. Market data shows that combining English with another in-demand language can significantly raise earnings. For instance, **English–German **bilinguals in IT may earn 20–50% more than peers fluent only in English. English plus French can mean a 20–35% pay premium, while English plus a Scandinavian language can even double salaries in niche cases.
In practice, extra foreign languages most affect roles requiring client contact or international teamwork. For example, German-owned companies operating in Poland highly value programmers or consultants fluent in German – often willing to offer higher rates or bonuses for this skill. Similarly, in roles like support, business analyst, consultant, knowing the client’s language (German, French, Spanish, etc.) translates into a tangible salary boost.
In summary: English is a must-have (without it, entry into the field is difficult), while a second foreign language – especially rarer and in demand – can become a strong advantage, driving a significant pay increase. Those investing in languages like German, French, or Scandinavian ones, in addition to English, usually earn noticeably more than their monolingual colleagues.
Does Higher Education Affect Salaries?
The topic of higher education in IT has sparked debate for years. In practice, many IT specialists hold a university degree – as shown by the IT Community Survey, nearly 40% of people in the industry completed a master’s program, and another ~27% hold a bachelor’s or engineering degree. Still, there is no shortage of self-taught professionals and bootcamp graduates who also thrive in the field.
How does this translate into pay? Data suggests a correlation – statistically, people with higher education are more likely to hold better-paid positions. This partly stems from the fact that more advanced roles (e.g., architect, AI expert, data scientist) often require strong theoretical knowledge usually acquired at university. In niche areas such as Data Science or AI, holding a master’s or doctoral degree is nearly standard – in 2025, over 50% of Data Science specialists in Poland hold a master’s degree, and another ~12% even a PhD. These highly qualified professionals naturally negotiate higher rates.
On the other hand, in typical programming or testing roles, practical skills matter most. It’s not uncommon to meet senior developers without a formal IT degree – their salaries are no different from those with diplomas, since what really counts is a strong project portfolio and hands-on experience. The industry values continuous self-learning, certifications, and tech expertise – a formal degree takes a back seat as long as the candidate has the required skills.
In summary, earning a degree (especially in technical fields) may help secure a first job and slightly boost starting salaries. However, later in one’s career, concrete skills become more important. Exceptions include fields requiring research and scientific knowledge (like AI, big data, algorithms), where higher education clearly benefits both career progression and salary levels.
Polish Salaries vs. International Earnings – The Global Context
For a full picture, it’s worth comparing Polish salaries with pay in other countries. Poland as an IT market offers lower wages than the US or Western Europe, but higher than in many Asian or Eastern European countries. According to outsourcing data, the average annual salary of a programmer in Poland is around USD 24k, compared to just USD 6k in India (meaning Polish programmers earn about four times more than Indian ones, though still less than their Western peers).
When it comes to Western countries, the gap is most visible at senior levels. For example, a Senior Software Engineer in the US can earn on average USD 110–130k annually (equivalent to around 40–50k PLN gross monthly), while in Poland the corresponding salaries are roughly half that. In Western Europe, the gap is smaller but still significant. The average programmer salary in Germany reaches ~18,000 PLN gross monthly, compared to around 10,000 PLN gross in Poland. Similarly, in the UK or France, experienced developers can expect the equivalent of 15–20k PLN gross monthly or more – still higher than in Poland. Meanwhile, specialists in India or, for example, Ukraine earn less than in Poland; for Western companies, Poland is attractive precisely as a compromise between high quality and still relatively lower hiring costs.
It’s also important to factor in costs of living. In countries like Germany, the US, or the UK, salaries are nominally higher, but expenses such as rent, healthcare, or services are also considerably higher than in Poland. Even so, in purely financial terms, working abroad (or for a foreign company) often means a significant pay increase. It’s no surprise that many Polish IT specialists choose emigration or remote work for foreign employers whenever possible.
A Few Numbers for Comparison:
Germany: Average programmer salary around €4,000 gross monthly (~18,000 PLN). A senior developer in a big city: €5,000–6,000 gross (25,000+ PLN).
USA: Ranges vary widely – from ~USD 8,000 gross monthly for a mid-level developer in a typical firm, up to USD 15–20k (or more) in Big Tech for seniors. On average, around USD 120k annually for software engineers (~USD 10k/month).
United Kingdom: Average programmer salary ~£50–60k annually, which equals ~£4,000–5,000 gross monthly (~20–25k PLN). In London, rates may be higher, but so is the cost of living.
India: Programmer salaries are many times lower than in Poland. A junior developer may earn the equivalent of 1–2k PLN monthly, while experienced specialists may make 3–4k PLN – though top talent in international corporations in India earns more. The average of ~USD 6k annually (~25k PLN) shows the scale of the gap.
In conclusion, the Polish IT market offers very competitive salaries compared to most countries (especially considering the cost of living). Despite some cooling of the market in 2023–2024, wages in 2025 in many specializations are still slightly rising or holding strong. Experienced specialists – especially in niche and critical areas – can pick and choose offers. IT work remains financially rewarding, though it’s worth remembering that many factors influence salaries: technical skills, experience, tenure, specialization, type of contract, language skills, and even company location or target market.
The Polish IT sector is already part of the global market – which means competitive pressure (both from cheaper countries and from Western offers), but also gives specialists countless opportunities for career growth and higher earnings. Whether aiming to climb the ladder in a Polish firm or secure a remote contract with a foreign giant, one thing is certain: IT skills still pay off, and 2025 brings new challenges and opportunities for those willing to invest in this field.