Salary belongs in every UK job advert.
It lifts applications, improves relevance, and builds trust with candidates.
In recent data, the UK is the most transparent of the major European economies, with around seven in ten adverts showing pay, and ads that include salary attract meaningfully more applications.
The state of salary transparency in the UK
Adzuna reported that only 51.5%of UK job ads included salary details in April 2023, a seven year low at the time.
Transparency has since climbed, with Indeed finding that 69-71% percent of UK adverts now include pay, the highest share among large European countries.
Sector gaps remain, with nursing and social care above 90% and finance, technology, and engineering often below 35%.
More applications
Reed’s 2024 analysis shows jobs that disclose salary receive about 60% more applications.
Adzuna has found that salary listed ads can attract up to six times more applications, and multiple surveys show candidates are far less likely to apply when pay is missing.
Better candidate relevance
When candidates see the range, more of the wrong applicants self select out, which reduces screening time and improves shortlist quality.
Liberty Hive’s dataset in media and marketing found salary listed ads produced 67% more applications with response times more than 50% faster, which is consistent with faster funnel movement when expectations are aligned.
Trust and employer brand
Jobseekers expect clarity on pay.
Independent reports link transparency with higher trust and stronger employer reputation, and UK surveys repeatedly show that applicants prefer roles where salary is stated.
Diversity, equity, and inclusion
UK focused evidence indicates transparency helps narrow gender pay gaps.
ONS puts the 2024 median gender pay gap at 7% for full time employees and 13% across all employees.
Research on the UK’s gender pay gap reporting regime finds transparency closed about 18% of the gap, largely by moderating men’s wage growth, and also increased the likelihood that employers post wages in vacancies.
Faster hiring and lower cost
Shorter response times and better matched pipelines mean roles fill faster, which reduces vacancy costs.
Liberty Hive’s analysis showed response times more than 50% quicker when pay is disclosed.
What candidates are saying
Four in five jobseekers report they are less likely to apply if the salary is not advertised, and roughly one in five only apply when it is listed.
This sentiment appears consistently across UK surveys.
Overcoming employer resistance
Some employers worry that listing pay reduces flexibility.
In practice, a clear salary range preserves flexibility while giving candidates a useful signal.
State a genuine floor and ceiling, and explain where discretion applies for exceptional skills or experience.
Others fear that transparency could upset current staff.
Transparent bands, regular review cycles, and a clear pay philosophy help employees understand how pay is set, which supports fairness and improves morale over time.
Another concern is that competitors will see what you pay.
In most markets, benchmarks are already well known, and the gains in applications, speed, and employer brand usually outweigh any downside.
The clearer you are, the easier it is to compete for talent on value, not guesswork.
Best practice for salary in UK job adverts
Use a genuine salary range that reflects what you are prepared to offer, rather than a token spread.
Show the total package so candidates can compare like for like.
List pension, bonus plan, healthcare, flexible working, and any allowances or benefits that matter.
Avoid vague phrases such as competitive or DOE. Use numbers so candidates can make an informed decision.
Benchmark the role against current market data before you post, and review ranges regularly to keep them accurate.
Highlight progression so candidates can see the path ahead.
Explain how pay moves with skills, qualifications, performance, or time in role.
Regulatory snapshot, useful context for UK employers
The UK doesn’t currently mandate salary disclosure in job adverts.
A government pilot launched in March 2022, encouraging employers to include salary ranges and stop asking for salary history, was later abandoned in 2024.
By contrast, EU member states must implement the Pay Transparency Directive by 7 June 2026.
Employers hiring in the EU will have to disclose initial pay or a range to applicants in the advert or before interview, avoid salary history questions, and meet new reporting duties, with enforcement where unexplained gaps persist.
The bottom line
Including salary in job adverts delivers more applications, better relevance, faster hiring, and supports fairer outcomes.
The UK market is moving toward normalising pay disclosure, and evidence based practice shows clear gains when you lead with numbers.
Ready to attract better talent
Astute specialises in hiring across power generation, renewables, and nuclear.
If you want salary benchmarking or adverts that perform, get in touch with our team.
