There’s one phrase in job ads that’s starting to cause frustration for jobseekers “Salary: Competitive… or Negotiable… or basically, we’re not telling you.”
People are increasingly fed up with spending time filling in application forms or applying for vacancies without any indication of what the salary might be. It’s frustrating for them, and it’s not a great use of your time either.
You might receive a brilliant CV, only to find during the interview that they’re over budget and wouldn’t have applied if they’d known the salary upfront.
This isn’t just my view or hearsay from conversations in the industry. There’s data to back it up.
Let’s start with trust.
93% of UK jobseekers say they’re more likely to apply for a role that includes salary information.
Over 70% say salary is the number one reason they apply at all.
(Source: TotalJobs)
It makes sense. People want to know where they stand. Being upfront shows you value fairness and openness, which helps candidates feel respected before they even click ‘apply’.
It also says a lot about how your company operates. No guesswork. No hidden agendas. Just honest, clear communication.
So what happens when you do include the salary?
Jobs that advertise pay receive up to 60% more applications, and more of the right ones too.
When people can see the salary range, they assess whether the role is suitable before applying. That means fewer mismatches, fewer irrelevant CVs, and less time wasted in interviews that don’t go anywhere.
Transparency leads to better results, quicker.
And it’s not just about efficiency, it’s about equity too.
Hiding salaries has been shown to widen the gender and ethnicity pay gaps. On the other hand, when employers are transparent, gender pay gaps reduce by around 18%. Candidates from underrepresented backgrounds also feel more confident negotiating fair pay.
(Source: Business Money UK)
Being open about pay helps level the playing field. It gives more people the confidence to apply and ultimately builds a stronger, more diverse team.
It’s also worth noting that the UK is moving in this direction anyway.
It’s not a legal requirement yet, but change is coming.
The government has been consulting on new rules that would:
- Make salary disclosure in job ads mandatory
- Ban questions about previous pay history
- Require clearer criteria for pay and progression
The consultation closed in June 2025, and reform could follow before the end of the year. Getting ahead of this shift now positions you as a forward-thinking, people-first employer.
And let’s be honest, it gives you a competitive edge.
We’re in a candidate-led market, particularly in tech and digital. Your competitors are likely already including salary information.
According to Indeed’s 2025 data, 71% of UK job ads now include salary details. That’s more than any other European country.
If your ad doesn’t show pay, you risk being overlooked, or filtered out before anyone even clicks in.
Now, a quick word on internal concerns.
A common worry from hiring managers is “What if our team sees the ad and compares their salary?”
It’s a fair question. But rather than avoiding the issue, this can be a great opportunity to review internal alignment and ensure consistency across the board.
In fact, pay transparency often leads to stronger engagement and better retention. People appreciate clarity and fairness.
Being open about salary is a reflection of how you treat people.
Clear, upfront job ads help you attract better candidates, reduce wasted time, and build a reputation as an employer who values transparency and trust.
The kind of hiring that lasts.