Salary ranges in job adverts: what the EU Pay Transparency Directive requires
30 July 2026
One of the most visible changes under the EU Pay Transparency Directive happens before anyone is hired: employers must tell candidates what a role pays. This short guide explains the recruitment rules and how to apply them.
What the Directive requires
Applicants have the right to know the starting salary or pay range for a position before the interview — either in the job advertisement or provided beforehand. Employers may not ask candidates about their current or previous pay, and job titles, adverts and selection processes must be gender-neutral.
Why "competitive" is not enough
Vague phrases such as "competitive", "attractive" or "negotiable" do not satisfy the requirement on their own, because they do not tell a candidate what the role actually pays. The information must be specific enough to support an informed, transparent pay negotiation — in practice, a figure or a range.
How to write a compliant advert
State a genuine pay range based on objective, gender-neutral criteria, keep it reasonably narrow, and remove any request for pay history. Review the wording for gender-coded language in the title and requirements. If in doubt, check a draft advert before you publish it.
Not sure whether an advert measures up? Paste it into the free job-advert checker for an instant, private review.
See where your organisation stands
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