UK Salary Transparency Law 2026: New Rules Could Require Employers to Disclose Pay in Job Advertisements
By Naija UK Connect | November 7, 2026
The UK government is preparing to introduce new legislation that could require employers to include salary information in job advertisements, making it easier for applicants to know how much a position pays before applying.
Prime Minister Andy Burnham has urged employers to start publishing salary details voluntarily rather than waiting for the new law to come into force. The proposed changes are expected to be introduced through legislation as soon as possible.
The move is intended to make recruitment fairer, improve transparency and help tackle pay discrimination, particularly for young people entering the job market and individuals looking for new employment opportunities.
Burnham said the current recruitment system often places applicants at a disadvantage because they spend time applying and attending interviews without knowing what a job actually pays.
He described the proposed changes as an attempt to create a fairer balance between employers and job seekers.
UK Employers Could Be Required to Publish Salaries in Job Adverts
The government has indicated that publishing salary information in job advertisements will become a legal requirement under its proposed reforms.
The Prime Minister believes applicants should be able to understand the financial value of a job before investing time and effort in the application process.
The proposed requirement would also apply to parliamentary offices, meaning MPs advertising vacancies for staff would be expected to disclose the expected salary.
Burnham has encouraged employers, including politicians and public institutions, to adopt the practice immediately.
He argued that salary transparency is not only about helping applicants make informed decisions but also about promoting fairness in the workplace.
Government Consultation Receives Strong Support
The Cabinet Office consulted on measures to improve pay transparency and prevent discrimination during the summer.
According to the government, the response was overwhelmingly positive, with 94% of respondents supporting greater openness about salaries in recruitment.
The government believes that providing salary information upfront could help reduce inequalities, give workers greater confidence to challenge unfair pay practices and prevent disagreements about remuneration from developing into workplace disputes.
The policy is also being considered as part of wider efforts to address youth unemployment and reduce the number of young people who are not in education, employment or training (NEET).
The proposals are expected to complement the findings of the Milburn Review into youth inactivity.
Salary Transparency Could Help Close the Gender Pay Gap
One of the major arguments supporting the proposed legislation is its potential to reduce the gender pay gap.
When employers disclose salary information, applicants can compare opportunities more easily and identify potential differences in pay for similar roles.
The government believes that greater transparency could help expose unjustified pay differences and encourage employers to adopt fairer recruitment and remuneration practices.
The proposals also follow similar developments across the European Union, where new pay transparency requirements are being introduced.
Under the EU approach, employers will be required to provide applicants with information about the starting salary or salary range for advertised positions, either in the job advertisement or before the interview stage.
More UK Employers Are Keeping Salaries Out of Job Advertisements
Figures from UK employment platform Adzuna indicate that only 51% of job advertisements on its platform included salary information in September.
The figures suggest that many employers continue to advertise vacancies without stating how much successful applicants can expect to earn.
Adzuna co-founder Andrew Hunter believes salary disclosure should become standard recruitment practice rather than something applicants have to request.
He also argued that employers who include salary details in their advertisements are more likely to attract a larger pool of suitable candidates.
For job seekers, this could mean less time wasted applying for positions that do not meet their financial expectations.
Employers Raise Concerns About the Proposed Salary Rules
Although the proposal has received considerable support, some employers and industry representatives have raised concerns about making salary disclosure compulsory.
The Chartered Institute of Personnel and Development (CIPD), which represents human resources professionals, has previously highlighted differences in how organisations approach salary transparency.
Its research suggests that public sector organisations and charities are generally more likely to disclose salary information than private businesses.
It also found that employers frequently advertise salary ranges rather than fixed amounts, with some advertised ranges differing by more than £10,000.
CIPD chief executive Neil Carberry acknowledged the benefits of salary transparency but argued that determining appropriate pay can be complicated.
He explained that employers may need to consider an applicant’s qualifications, skills, experience and potential before deciding on a final salary.
The organisation believes that publishing salary information is generally good practice but has questioned whether government regulation is the best way to achieve it.
Other business representatives have also warned that additional regulations could make recruitment more difficult for companies already facing financial and operational pressures.
They argue that employers should retain some flexibility in deciding how to advertise vacancies, provided their advertisements are not misleading, dishonest or discriminatory.
The government has said further details about the information employers will need to disclose and how the new rules will be enforced will be provided in due course.
Equality Watchdog Backs Greater Pay Transparency
The Equality and Human Rights Commission (EHRC) has also expressed support for stronger salary transparency measures.
Last week, the equality watchdog described requiring employers to publish salary information in job advertisements as a positive development.
However, its recommendations go beyond recruitment advertisements.
The EHRC has also called for workers to have stronger rights to access information about how much their colleagues earn, arguing that this could help identify and address workplace pay discrimination.
At present, UK employers are not generally required to respond to individual employee requests for information about the salaries of colleagues.
The watchdog has additionally recommended restricting employers from asking job applicants about their current or previous earnings.
The aim is to prevent existing pay inequalities from being carried over into new employment opportunities.
Currently, employers in the UK can ask candidates about their existing salary, although applicants are not legally required to disclose that information.
What the Proposed UK Salary Transparency Law Means for Job Seekers
If the proposed legislation becomes law, it could significantly change how employers advertise vacancies across the UK.
Job seekers may benefit from:
- Clearer salary information: Applicants could know the expected pay before submitting an application.
- More informed decisions: Candidates could compare different job opportunities based on salary and other employment benefits.
- Less wasted time: Applicants would be less likely to spend time interviewing for positions that fall below their financial expectations.
- Fairer recruitment: Greater openness could help reduce discriminatory pay practices.
- Better negotiating opportunities: Knowing the advertised salary range could help candidates negotiate their remuneration more confidently.
For employers, the changes could mean reviewing recruitment policies and ensuring that salary information is accurate and clearly presented in job advertisements.
Important: The proposed requirement should not be confused with an existing legal obligation. Further legislation and government guidance will be needed before any new mandatory salary disclosure rules take effect.
For now, UK employers are being encouraged to disclose salaries voluntarily as the government prepares to move forward with its proposed reforms.
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