UK's 'Say What You Pay' Law: Job Ads to Reveal Salaries

Jan de Vries · 2026-11-06

Ever applied for a job and only found out the salary after three rounds of interviews? That frustration might soon be a thing of the past in the UK. The government is pushing forward with a new "say what you pay" law that would require employers to publish salaries directly in job adverts. It's a move that could shake up hiring across the board—and it's got everyone from jobseekers to startup founders talking. The idea is simple: if you're advertising a job, you need to say what it pays. No more vague "competitive salary" or "depending on experience." The goal? To improve transparency, help jobseekers make informed decisions, and tackle workplace pay discrimination. It's a big shift, especially for European startups that often guard their compensation details like state secrets. ### Why This Matters for European Startups For startups, especially those in the EU, this law could be a game-changer. Many young companies pride themselves on flexibility and informal culture, but that sometimes means salaries are negotiated behind closed doors. While the law is currently UK-specific, it's part of a broader European push for pay transparency. The EU Inc proposal—a set of recommendations aimed at harmonizing business regulations across Europe—has been gaining traction, and pay transparency is a key theme. So, what does this mean for you if you're running a startup in Europe? For starters, you might need to rethink how you attract talent. Being upfront about pay can actually be a selling point. It builds trust and attracts candidates who value fairness. But it also means you'll need to have your compensation structure in order. No more last-minute scrambling to figure out an offer. ### What the Law Actually Requires The proposed law would require employers to include salary information in job adverts. It's not just about listing a number; it's about giving candidates a clear picture of what they can expect to earn. This could include a salary range or a specific figure. The details are still being ironed out, but the direction is clear: transparency is coming. For startups, this might feel like extra bureaucracy. But think about it from the candidate's perspective. How many times have you seen a job posting that sounds perfect until you realize the pay is way below your expectations? By stating salaries upfront, companies can save time and attract the right people faster. ### The EU Inc Angle: A Broader Push for Transparency The EU Inc proposal, which is making waves in the startup world, aims to create a more unified business environment across Europe. One of its pillars is increasing transparency in hiring practices, including pay. While the UK law is separate from EU Inc, the two share a common goal: making the job market fairer and more efficient. If you're a startup founder in Europe, it's worth paying attention to these developments. Even if the UK law doesn't directly apply to you, the EU Inc proposal could eventually lead to similar requirements across member states. And let's be real: transparency is becoming a competitive advantage. Companies that embrace it early will likely attract top talent more easily. ### How to Prepare Your Startup So, what can you do now to get ready? Here are a few practical steps: - **Review your compensation structure:** Make sure you have clear salary bands for each role. If you don't, now's the time to create them. - **Be transparent in your job ads:** Even if it's not required yet, consider including salary ranges in your postings. It can set you apart as an employer of choice. - **Train your hiring managers:** They'll need to be comfortable discussing pay openly and explaining how salaries are determined. - **Stay informed:** Keep an eye on both UK legislation and EU Inc developments. The landscape is changing, and you don't want to be caught off guard. ### The Bigger Picture This law isn't just about job ads. It's part of a larger conversation about fairness and equality in the workplace. Pay discrimination—whether based on gender, race, or other factors—is still a problem. By forcing companies to be upfront about salaries, the hope is that these disparities will become harder to hide. For startups, this is a chance to lead by example. Young companies often have the agility to adapt quickly. By embracing pay transparency now, you can build a culture of trust and fairness from the ground up. And that's something that attracts both investors and employees. So, whether you're a jobseeker tired of guessing games or a founder looking to build a better team, the "say what you pay" law is worth watching. It might just be the nudge we all need to make hiring more honest and efficient.