While the US and EU have pushed transparency by mandating salary ranges in ads, the UK has not. But the UK could run "EU-style" reforms in 2026, such as making it required for job postings to list salaries and disallowing recruiters from asking about past salaries.
Current pay transparency in the UK
UK law does not require firms to list pay ranges in job ads. Instead, the government has focused on the gender gap, or the gap in pay between men and women.
- Firms with 250 or more staff must report their pay gap each year.
- Candidates increasingly expect to see pay data before they apply.
- More employers share pay ranges to attract better talent, even without a law.
Pay Transparency Directive in the EUÂ
The EU Pay Transparency Directive sets firm rules for all member states. Member states have until June 2026 to transpose the Directive into national law.
- Firms must tell job seekers the starting pay or the pay range.
- Workers have a right to ask for data on how their pay compares to others.
- Companies that hire in the EU must change their ads to follow these rules.
State-driven requirements in the US
Many US states and cities, 12 state-like jurisdictions in total, now have laws that require pay ranges in ads.
- Rules apply based on where a worker does the job.
- Remote work means firms often follow these laws for many roles at once.
- Laws in New York and California lead this shift toward open pay.
UK pay transparency in practice
UK firms can prepare for a world where pay data is public.
- Set pay bands: Define clear levels and pay for every role.
- Check records: Look at the pay stub to make sure current pay matches the job ad.
- Act early: Listing pay ranges now helps a firm stay competitive and ready for future laws. Some UK companies are already listing salary ranges.
TL;DR
- UK transparency expectations don’t mandate salary ranges in ads.
- The UK government has focused on gender pay gap instead.
- Still, many UK firms add salary details to job ads to stay competitive.