Should you include salary details in job ads?
Should you include salary details in job ads?
When recruiting new talent, you have a choice whether to include salary details in job ads. Whilst there are benefits in doing so, these must be weighed against the potential drawbacks. What are the pros and cons of being transparent?
Legal position
There's no current legal requirement for you to include details of salary, or salary ranges, for vacant roles in job ads. The previous government launched a voluntary pay transparency pilot in March 2022, but this was subsequently abandoned in May 2024. The current government has, however, now launched an equality law call for evidence which, amongst other matters, is seeking evidence and views on improving pay transparency. It notes that measures to improve pay transparency could involve employers (1) providing the specific salary or salary range of a role in the job ad or prior to interview; and (2) not asking candidates for their salary history. This call for evidence closes on 30 June 2025 and, once the government has built its evidence base, it will subsequently decide whether any changes in this area would be appropriate to improve pay equality. So, it's possible that the law on pay transparency may change in the future.
Pros of including salary details
Including transparent salary information in job ads can: (1) help you demonstrate compliance with equal pay and discrimination laws and support your diversity and inclusion and pay equality efforts; (2) reduce the number of applications from candidates who have unrealistic salary expectations. This can both improve recruitment efficiency and save you time and resources on interviewing candidates who would reject any job offer anyway on salary grounds; and (4) increase candidate engagement. Some candidates will only apply for roles that clearly state pay bands, or are more likely to apply for roles that do so.
Cons of including salary details
The potential drawbacks of including salary details in job ads include that: (1) listing a salary, or salary range, might limit your ability to negotiate based on a candidate's actual experience; (2) it may create an expectation from candidates that they will receive the top of any stated salary range; (3) it can create a competitive disadvantage if your competitors see your salary details and adjust their own salary offers accordingly; (4) current employees may compare the stated salary with their own pay, leading to discontentment, pay review demands and grievances; and (5) some good candidates may dismiss roles if they perceive the salary as too low, without considering the benefits package, career progression opportunities, etc.
Tip. If you do choose to include salary in job ads, also consider highlighting valuable benefits, such as bonuses, hybrid working, etc.
Tip. Salary ranges give you more flexibility than stating a fixed salary figure.
Trap. Publishing a very wide salary range could be counterproductive as it may deter some candidates by the lowest figure and disappoint others who are not offered a salary near the highest figure.
Tip. You could alternatively state that salary information will be provided prior to interview. This may help to address some of the drawbacks stated above whilst still allowing candidates to withdraw from the recruitment process before interview if the salary doesn't meet their expectations.
Salary transparency in recruitment ads may attract more suitable candidates, improve recruitment efficiency, support pay equality and enhance your brand. However, it can limit your negotiation flexibility, create a competitive disadvantage and result in internal pay complaints. If you include salary in ads, consider providing a salary range alongside details of key benefits.