Pay transparency has moved from a “nice to have” to a hiring essential. Candidates expect clarity, regulators expect consistency and employers need systems that can support both at scale. As we move through 2026, transparent pay in job ads is no longer just about compliance. It is about trust, efficiency and hiring the right people faster.
Around 70% of UK job adverts now include salary information. Data from a study of job postings showed that nearly seven in ten UK job ads mentioned salary, outpacing many other European countries.
Across the European Union and the United Kingdom, expectations around pay disclosure are rising. Organisations that get ahead of the curve will benefit from stronger employer branding and fewer drop-offs during the recruitment process. Those that do not may find themselves struggling to attract and convert talent.
Candidates today are better informed and less patient. When salary information is missing, many simply scroll past. Research consistently shows that job ads with clear pay ranges attract more relevant applicants and reduce time wasted on misaligned expectations.
There is also a growing regulatory push. European pay transparency requirements are encouraging employers to document and justify pay structures, while UK organisations are under continued pressure to address pay gaps and fairness. Publishing pay in job ads is becoming part of a wider conversation about equity and accountability.
Including salary ranges in job postings attracts 44% more candidatesFor employers, transparency brings practical benefits. Clear salary information reduces early-stage negotiation, improves offer acceptance rates and supports internal pay consistency. In short, it makes hiring smoother for everyone involved.
Before updating job ads, organisations need a robust internal policy. This does not have to be complex but it does need to be consistent.
Start by defining how pay ranges are set. This might be based on market benchmarking, job architecture or internal grading. Document the rationale clearly so hiring managers and recruiters understand what they can and cannot advertise.
Next, decide what level of detail you will publish. Some organisations share a broad range, others include a midpoint and progression notes. Whatever you choose, apply it consistently across roles to avoid confusion or perceptions of unfairness.
Finally, align pay transparency with your wider ED&I goals. Transparent pay supports fair hiring but only if the ranges themselves are equitable. Regular reviews are essential as roles evolve and markets shift.
Templates help ensure consistency and save time, especially when hiring at volume. A strong pay transparent job ad should include more than just a number.
A simple structure works best:
Avoid vague language such as “competitive salary” or “DOE”. These phrases undermine trust and often deter qualified candidates. If flexibility exists, explain what drives movement within the range rather than leaving it open-ended.
Well-written templates also help hiring managers feel confident about pay conversations later in the process. What is advertised should align closely with what is offered.
This is where technology becomes critical. Our applicant tracking system is designed to make pay transparency practical, not painful.
Within our ATS, salary ranges can be standardised and controlled across all job ads. This ensures consistency between teams, locations and recruiters. Approval workflows help organisations enforce pay policies before roles go live, reducing risk and last-minute changes.
Our applicant tracking system also supports structured data fields for pay, which improves job board visibility and candidate searchability. Roles with clear salary information are more likely to surface in relevant searches, driving higher quality traffic.
Reporting is another key advantage. Our ATS allows you to analyse how salary ranges impact application rates, diversity metrics and time to hire. These insights help refine pay strategies over time rather than relying on guesswork.
As expectations continue to evolve, your ATS should be doing more than hosting job ads. Here are a few practical tips to get ready for 2026:
An ATS that supports these steps will help future-proof your recruitment process as regulations and candidate expectations continue to change.
Pay transparency is often framed as a compliance challenge but the real opportunity lies in differentiation. Organisations that are open about pay signal confidence, fairness and respect for candidates’ time.
By combining clear policies, practical templates and the right ATS capabilities, employers can move beyond box-ticking. Transparent pay becomes part of a more human, efficient hiring experience.
As 2026 approaches, the question is no longer whether to include pay in job ads. It is whether your processes and systems are ready to do it well.