Salary transparency in job adverts is becoming increasingly important

New EU rules call for more clarity on salary

From Juni 2026, employers within the EU will be required to share salary information before the interview stage. However, salary transparency in job adverts still varies significantly across Europe. The Netherlands is relatively ahead, but even here, salary disclosure is far from standard. What does this mean for employers, candidates and the recruitment process?

Salary information in job adverts differs widely by country

Three years after the EU adopted the Pay Transparency Directive, salary transparency across Europe remains uneven. In many countries, salary information is still largely missing from job adverts. Research by Indeed Hiring Lab shows clear differences between European countries when it comes to the percentage of job adverts that include salary information:

• Netherlands – 48%
• France – 43%
• Ireland – 39%
• Italy – 36%
• Spain – 17%
• Germany – 12%

This means the Netherlands scores relatively high. At the same time, it also means that more than half of the job adverts still do not mention salary information. For candidates, this can be a barrier to applying. For employers, it can lead to less relevant applications, longer hiring processes and uncertainty later in the process.

What changes under the EU directive?

The new EU rules on salary transparency are designed to reduce gender pay gaps and improve fairness in the recruitment process. Under the directive, employers in EU member states will be required to provide salary information to candidates before the interview. Employers will also no longer be allowed to ask candidates about their previous salary. In addition, employees will have greater rights to information about pay and reporting obligations around the gender gap will become stricter.

Important to note: the directive does not explicitly require employers to include salary ranges in the job advert itself. Employers can therefore also comply with the rules by sharing salary information later in the recruitment process.

Still, the job advert is a logical moment to provide clarity. Candidates want to quickly understand whether a role matches their experience, expectations and financial situation. When salary information is missing, this can lead to candidates dropping out or conversations that ultimately do not result in a match.

Candidates expect more clarity

The demand for salary transparency is not only driven by legislation. Candidates increasingly expect salary information to be visible in the job advert. Research by Indeed among more than 6,000 workers across six European countries found that 61 to 82% of candidates are more likely to apply when salary is included. In addition, 64 to 83% believe salary ranges should be standard in job adverts.

This makes salary transparency not only a legal or HR topic, but also an important part of employer branding and recruitment strategy. In a tight labour market, clarity around salary can make the difference between receiving an application or losing a candidate.

Why salary transparency strengthens the recruitment proces

Salary visibility at the job advert stage creates more clarity for both sides. Candidates have a better understanding of what to expect, while employers speak to people who are more likely to match both the role and the employment conditions. This helps prevent unnecessary applications, speeds up the recruitment process and improves candidate quality. It also helps avoid disappointment later in the process, for example when salary expectations are too far apart.

For organizations, this does require proper preparation. Many employers do not yet have fully developed or consistent internal pay structures. As a result, it can be difficult to publish salary ranges with confidence. Still, the expectation is becoming increasingly important as the EU deadline approaches and candidates expect more transparency.

Salary transparency as part of future-proof recruitment

Salary transparency is quickly shifting from an added benefit to an essential part of a strong recruitment process. Not only because legislation is changing, but especially because candidates are looking at job adverts differently. For employers in Life Sciences, this means that clear communication about salary, role content en growth opportunities is becoming increasingly important. Especially in a market where specialist talent is scarce, every touchpoint counts.

As a knowledge partner, Talentmark helps organizations build future-proof recruitment processes. With almost 55 years of experience in recruitment, we understand the importance of transparency, speed an strong positioning in a changing labour marketing