{"id":14149,"date":"2026-05-07T05:00:00","date_gmt":"2026-05-07T04:00:00","guid":{"rendered":"https:\/\/www.hiringlab.org\/uk\/?p=14149"},"modified":"2026-05-06T20:59:58","modified_gmt":"2026-05-06T19:59:58","slug":"full-salary-transparency-in-europe-is-still-a-distant-prospect","status":"publish","type":"post","link":"https:\/\/www.hiringlab.org\/uk\/blog\/2026\/05\/07\/full-salary-transparency-in-europe-is-still-a-distant-prospect\/","title":{"rendered":"Full Salary Transparency in Europe is Still a Distant Prospect"},"content":{"rendered":"\n<p><strong>Key points:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>With the June 2026 deadline for implementing the EU\u2019s pay transparency directive only weeks away, most large member states are likely to miss it.<\/li>\n\n\n\n<li>The gap in salary disclosure between Europe\u2019s best and worst performers is wide: over half of UK job postings include salary information, while only 1 in 8 do in Germany.<\/li>\n\n\n\n<li>Even as some EU countries have started to implement salary transparency laws, the share of postings with pay has not changed much in Europe\u2019s largest economies over the past year \u2013 Italy\u2019s rise from 22% to 36% within 12 months is a notable exception.<\/li>\n\n\n\n<li>When pay ranges do appear, their size and usefulness vary across countries and pay types: UK postings typically advertise hourly ranges just 11% wide (e.g., \u00a315\u2013\u00a316.65\/hr), while Italian postings show median ranges of 31% above the lower bound (e.g., \u20ac10-\u20ac13,10\/hr).<\/li>\n\n\n\n<li>Postings for hourly-wage jobs are typically the most informative \u2013 they are most likely to quote an exact figure, and when a range is given, it tends to be narrower than for monthly or annual pay.<\/li>\n<\/ul>\n\n\n\n<p><em><strong>The Hiring Lab publishes its Pay Transparency Tracker, updated monthly, on the <\/strong><\/em><a href=\"https:\/\/data.indeed.com\/#\/transparency\" target=\"_blank\" rel=\"noreferrer noopener\"><strong><em>Hiring Lab Data Portal<\/em><\/strong><\/a><em><strong>.<\/strong><\/em><\/p>\n\n\n\n<p>In many countries, pay is <span style=\"margin: 0px;padding: 0px\">the<a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2025\/12\/17\/why-workers-search-pay-leads-but-meaning-matters-more-than-ever\/\" target=\"_blank\">\u00a0number<\/a><\/span><a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2025\/12\/17\/why-workers-search-pay-leads-but-meaning-matters-more-than-ever\/\" target=\"_blank\" rel=\"noreferrer noopener\"> one reason people look for a new job<\/a>. But in most of Europe, it is also a piece of information very likely to be missing from job postings, despite a yearslong EU-driven policy push to increase salary transparency.\u00a0<\/p>\n\n\n\n<p>Withholding pay information from candidates has real consequences. Navigating information asymmetries and negotiating under uncertainty <a href=\"https:\/\/www.minneapolisfed.org\/article\/2024\/pay-transparency-in-job-postings-trends-trade-offs-and-policy-design\" target=\"_blank\" rel=\"noreferrer noopener\">do not carry the same consequences for all workers<\/a>. Instead, research <a href=\"https:\/\/www.annualreviews.org\/content\/journals\/10.1146\/annurev-economics-092022-115353#right-ref-B80\" target=\"_blank\" rel=\"noreferrer noopener\">has linked both<\/a> to the persistence of the gender pay gap.\u00a0<\/p>\n\n\n\n<p>Upfront disclosure of pay \u2013 one of the most decision-relevant characteristics of a job \u2013 improves matching by giving candidates the opportunity to self-select based on <a href=\"https:\/\/store.hbr.org\/product\/research-posting-a-wide-salary-range-can-deter-women-from-applying\/H092XA\" target=\"_blank\" rel=\"noreferrer noopener\">realistic information<\/a>. Yet, Indeed Hiring Lab data shows that postings in most large European economies remain largely opaque, and progress on salary transparency has stalled.<\/p>\n\n\n\n<p>Three years after the EU adopted the <a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/eng#:~:text=Applicants%20for%20employment%20should,by%20the%20social%20partners.\" target=\"_blank\" rel=\"noreferrer noopener\">pay transparency directive<\/a> in 2023, most large member states, including Germany and France, are still legislating and will likely miss the EU\u2019s <a href=\"https:\/\/commission.europa.eu\/strategy-and-policy\/policies\/justice-and-fundamental-rights\/gender-equality\/equal-pay\/eu-action-equal-pay_en\" target=\"_blank\" rel=\"noreferrer noopener\">June 2026 deadline<\/a>. France\u2019s parliamentary calendar <a href=\"https:\/\/www.publicsenat.fr\/actualites\/emploi\/transparence-salariale-dans-les-entreprises-que-va-changer-le-futur-projet-de-loi\" target=\"_blank\" rel=\"noreferrer noopener\">makes adoption before June unlikely<\/a>, the Netherlands has <a href=\"https:\/\/www.rijksoverheid.nl\/documenten\/rapporten\/2026\/04\/15\/handreikingsysteemvanfunctiewaarderingenindelingloonstructuur\" target=\"_blank\" rel=\"noreferrer noopener\">pushed implementation to 2027<\/a>, and Germany has yet to introduce a bill, despite an <a href=\"https:\/\/www.bmbfsfj.bund.de\/resource\/blob\/273774\/d4fc78ee064e0245f8f4b25ae9efc3ec\/abschlussbericht-kommission-etrl-data.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">expert commission publishing implementation recommendations<\/a> in October 2025.\u00a0<\/p>\n\n\n\n<p><a href=\"https:\/\/www.lavoro.gov.it\/stampa-e-media\/comunicati\/pagine\/trasparenza-retributiva-primo-si-del-cdm\" target=\"_blank\" rel=\"noreferrer noopener\">Italy<\/a> and <a href=\"https:\/\/assets.gov.ie\/static\/documents\/general-scheme-of-the-equality-miscellaneous-provisions-bill-2024.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Ireland<\/a>, on the other hand, have both drafted laws that go beyond the EU directive requirements, mandating that pay information be shared in the job posting. Specifically, on pre-hire pay disclosure, the directive requires only that employers <a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/eng#:~:text=Applicants%20for%20employment%20should,by%20the%20social%20partners.\" target=\"_blank\" rel=\"noreferrer noopener\">share information on pay with candidates before an interview<\/a>, not necessarily publish it in the posting. This distinction matters because a salary in a posting is visible to all candidates <em>before<\/em> they invest time in applying. Tracking what actually appears in postings is therefore the right measure of how much transparency jobseekers actually experience at the job search stage.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pay transparency in European job postings is low and has stalled despite legislative focus<\/h2>\n\n\n\n<p>In most large European economies, the majority of job postings are silent on pay. Only 12% of German postings and 17% of Spanish postings disclose salaries. At the other end of the spectrum, the UK reaches 56%, followed by the Netherlands (48%), France (43%), Ireland (39%), and Italy (36%). While it is encouraging that the long-term trend since 2019 is positive in most countries, data from the past two years shows a flat trend. Italy stands out as the only country to have experienced a sustained rise in recent months, from around 20% at the start of 2025 to 36% in March 2026. In contrast, the United Kingdom, although still the most transparent large European market, has seen its share of postings with salary drop recently from almost two-thirds to just over one-half. It remains to be seen whether the EU directive and national legislation have <a href=\"https:\/\/www.hiringlab.org\/uk\/blog\/2025\/12\/09\/indeed-2026-uk-jobs-hiring-trends-report\/#:~:text=In%202026%2C%20there,their%20UK%20postings.\" target=\"_blank\" rel=\"noreferrer noopener\">any positive spillover effects on British employers<\/a>, especially those with a cross-border presence.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-1024x683.png\" alt=\"Line chart showing the share of job postings including salary information across seven European countries from 2020 through March 2026. The United Kingdom leads at 56% but has declined from a peak of around 65%, while the Netherlands and France sit at 48% and 43% respectively. Ireland holds at 39%, Italy has risen sharply to 36%, and Spain and Germany trail at 17% and 12%. Most countries showed steady growth through 2023\u20132024 before levelling off or declining slightly in 2025\u20132026.\" class=\"wp-image-14155\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-1024x683.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-300x200.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-768x512.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-1536x1024.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06203918\/transpa_national_trend-2048x1365.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Line chart titled \u201cPay transparency is stalling ahead of incoming legislation\u201d showing the share of job postings including salary information for France, Ireland, the Netherlands, the United Kingdom, Germany, Italy, and Spain.<\/em><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Stagnation in transparency mirrors cooling labour markets<\/h2>\n\n\n\n<p>Indeed Hiring Lab analyses of pay transparency laws in <a href=\"https:\/\/www.hiringlab.org\/en-ca\/2024\/03\/21\/salary-transparency-canadian-job-postings\/\" target=\"_blank\" rel=\"noreferrer noopener\">Canada<\/a> and the <a href=\"https:\/\/www.hiringlab.org\/2024\/10\/23\/salary-transparency-growth-slows-but-momentum-continues\/\" target=\"_blank\" rel=\"noreferrer noopener\">United States<\/a> found that employer behaviour changed primarily when specific disclosure laws took effect, not in anticipation of them. The pattern in Europe appears similar so far. With most large EU member states yet to pass national legislation, many employers do not appear willing to change their job posting practices. Against this backdrop, the June 2026 EU deadline is less a hard trigger than a starting point for legislative processes that will play out across most member states over the coming months. Individual countries may go further than the directive and mandate upfront disclosure, but until they do so, the directive allows postings to omit pay.<\/p>\n\n\n\n<p>The stagnation in salary transparency has also occurred in the context of <a href=\"https:\/\/data.indeed.com\/#\/postings\" target=\"_blank\" rel=\"noreferrer noopener\">slowing job posting growth in most large European markets<\/a>, including France, Ireland, the Netherlands, and the UK. To that end, greater employer bargaining power may be behind the plateauing or decline in transparency. With neither tight labour markets nor specific national disclosure legislation, the broad intent of the EU directive alone appears insufficient to drive further adoption.\u00a0<\/p>\n\n\n\n<p>Italy and Spain have been notable exceptions to the cooling labour market trend, with postings significantly above the pre-pandemic baseline. In Spain, salary transparency has remained low, perhaps because the overall ratio of job vacancies to unemployment is still low by EU standards. Italy has recently released a draft law requiring employers to publish salaries in postings, and part of the rise in salary transparency in Italy was likely also driven by the addition of prompts encouraging employers to include salary information when publishing a job posting on Indeed.<\/p>\n\n\n\n<p>The cross-country differences in transparency also reflect underlying wage-setting institutions. In the UK, pay is predominantly market-based and <a href=\"https:\/\/www.oecd.org\/content\/dam\/oecd\/en\/data\/datasets\/oecd-aias-ictwss\/UnitedKingdom.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">determined at the firm level<\/a>, whereas in much of continental Europe, wages are set through <a href=\"https:\/\/www.oecd.org\/en\/publications\/membership-of-unions-and-employers-organisations-and-bargaining-coverage_fe47107c-en\/full-report.html#title-7b947d66d7\" target=\"_blank\" rel=\"noreferrer noopener\">sector- or industry-level collective bargaining<\/a>. In practice, that means that pay can often be derived from publicly available salary grids. Germany&#8217;s particularly low transparency share is consistent with this observation; with pay largely governed by collective agreements, individual employers have little incentive to disclose salary ranges in postings, and the EU directive accommodates this, explicitly allowing pay information to be made available through <a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/eng#:~:text=The%20information%20should%20be%20provided%20by%20the%20employer%20or%20in%20a%20different%20manner%2C%20for%20instance%20by%20the%20social%20partners\" target=\"_blank\" rel=\"noreferrer noopener\">social partners<\/a> such as unions.<\/p>\n\n\n\n<p>Meanwhile, pay transparency in job postings is a stated preference among European jobseekers and workers, according to an Indeed survey of 6011 workers in 6 countries. A vast majority of respondents across all observed countries (ranging from 61% in Germany to 82% in Ireland) said they would be more likely to apply to a posting with a salary range.\u00a0 An even higher percentage (64% to 83%) said they believe job postings should include salary ranges as standard. Crucially, around three in four women said they agreed with each statement, compared to roughly two in three men, underpinning the argument that transparency could help reduce gender disparities in application behaviour and <a href=\"https:\/\/psycnet.apa.org\/buy\/2017-56124-001\" target=\"_blank\" rel=\"noreferrer noopener\">negotiation under uncertainty<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-1024x683.png\" alt=\"Paired horizontal bar charts showing the share of European jobseekers agreeing with two statements about salary transparency, broken out by country and gender, based on an Indeed\/Censuswide survey from January 2025. For the statement &quot;I would be more likely to apply to a job if it listed the salary range,&quot; agreement ranges from 82% in Ireland down to 61% in Germany. For &quot;Job postings should include salary ranges as standard,&quot; agreement is similarly high, from 83% in Ireland to 64% in Germany. Across both statements, female respondents expressed stronger support than male respondents, at 73% vs. 67% and 78% vs. 69% respectively.\" class=\"wp-image-14156\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-1024x683.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-300x200.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-768x512.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-1536x1024.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204346\/survey_salary_preferences-2048x1365.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Bar chart titled \u201cEuropean jobseekers want salary transparency\u201d showing the share of survey respondents agreeing with the statements \u201cI would be more likely to apply to a job if it listed the salary range\u201d and \u201cJob postings should include salary ranges as standard\u201d.<\/em><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Lower-paid jobs tend to be more transparent<\/h2>\n\n\n\n<p>Transparency rates vary widely across occupations. The most transparent categories are typically composed of lower-paid, standardised roles, including cleaning and sanitation in Germany, driving in Spain and Italy, personal care and home health in the United Kingdom and France, childcare in Ireland, and community and social service in the Netherlands. These jobs are characterised by high turnover, greater labour substitutability, and <a href=\"https:\/\/www.sciencedirect.com\/science\/article\/abs\/pii\/S092753710400079X\" target=\"_blank\" rel=\"noreferrer noopener\">fewer non-pay benefits<\/a> \u2013 making salary one of the main features employers compete on. In Austria, where pay information in job postings has been mandatory since 2011, <a href=\"https:\/\/www.bmfwf.gv.at\/dam\/jcr:f530d6dc-7c3d-4663-8b87-5f7f90adcd09\/einkommenstransparenz_2015-barrierefrei.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">low-skill jobs show higher compliance rates<\/a>, consistent with this pattern.<\/p>\n\n\n\n<p>Select a country to display salary transparency rates of job postings by occupational category:<\/p>\n\n\n<style>\n       .errordiv { padding:10px; margin:10px; border: 1px solid #555555;color: #000000;background-color: #f8f8f8; width:500px; }#advanced_iframe {visibility:visible;opacity:1;vertical-align:top;}.ai-info-bottom-iframe { position: fixed; z-index: 10000; bottom:0; left: 0; margin: 0px; text-align: center; width: 100%; background-color: #ff9999; padding-left: 5px;padding-bottom: 5px; border-top: 1px solid #aaa } a.ai-bold {font-weight: bold;}#ai-layer-div-advanced_iframe p {height:100%;margin:0;padding:0}<\/style><script type=\"text\/javascript\">var ai_iframe_width_advanced_iframe = 0;var ai_iframe_height_advanced_iframe = 0;function aiReceiveMessageadvanced_iframe(event) {  aiProcessMessage(event,\"advanced_iframe\", \"true\",\"\",\"false\",\"false\");}if (window.addEventListener) {  window.addEventListener(\"message\", aiReceiveMessageadvanced_iframe);} else if (el.attachEvent)  {  el.attachEvent(\"message\", aiReceiveMessageadvanced_iframe);}var aiOnloadScrollTop=\"true\";var aiShowDebug=false;\n\t\tif (typeof aiReadyCallbacks === 'undefined') {\n\t\t\tvar aiReadyCallbacks = [];\n\t\t} else if (!(aiReadyCallbacks instanceof Array)) {\n\t\t\tvar aiReadyCallbacks = [];\n\t\t}    function aiShowIframeId(id_iframe) { jQuery(\"#\"+id_iframe).css(\"visibility\", \"visible\");    }    function aiResizeIframeHeight(height) { aiResizeIframeHeight(height,advanced_iframe); }    function aiResizeIframeHeightId(height,width,id) {aiResizeIframeHeightById(id,height);}<\/script><iframe id=\"advanced_iframe\"  name=\"advanced_iframe\"  src=\"https:\/\/hiring-lab.github.io\/pages\/eu-transparency-2026\/html\/transpa_normcat_paytype_en.html\"  width=\"779\"  height=\"1250\"  frameborder=\"0\"  border=\"0\"  allowtransparency=\"true\"  loading=\"lazy\"  style=\";border-width: 0px;;border: none;;width:779px;;height:1250px;\" ><\/iframe><script type=\"text\/javascript\">var ifrm_advanced_iframe = document.getElementById(\"advanced_iframe\");var hiddenTabsDoneadvanced_iframe = false;\nfunction resizeCallbackadvanced_iframe() {}<\/script><script type=\"text\/javascript\"><\/script><p style=\"display:block !important; visibility:visible !important;margin: -18px 14px 0 0;padding-left: 3px;padding-top:3px;background: white; overflow: hidden; position: relative; line-height:15px;width: fit-content;\"><small style=\"display:block !important;visibility:visible !important\">powered by Advanced iFrame<\/small><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>In most countries, occupational categories where hourly pay is the norm \u2013 often, low-wage, non-permanent roles \u2013 tend to have higher transparency rates than categories where annual salaries dominate. This pattern holds in the UK, Germany, France, and, to a lesser extent, Italy. The Netherlands, however, is an exception. Postings there are predominantly quoted in monthly terms, and occupational categories with a high share of hourly pay quotes are not correspondingly more transparent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Precise numbers are the exception; salary ranges are the rule<\/h2>\n\n\n\n<p>Only a small proportion of postings providing a salary quote a precise figure. The vast majority state either a range or a single (upper or lower) bound. Precise figures are most common in the United Kingdom, with 32% of postings quoting exact pay, followed by Spain and France (both 24%). Job postings with salary data are least likely to provide a single figure in Italy (10%) and the Netherlands (8%).<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-1024x683.png\" alt=\"Stacked horizontal bar chart showing the breakdown of transparent job postings by salary disclosure format across seven European countries in March 2026, with four categories: salary range, lower bound only, upper bound only, and exact salary. Salary ranges dominate in all countries, accounting for roughly 85% or more of transparent postings in the Netherlands and Italy, while the United Kingdom, France, and Ireland show a more even split, with salary ranges making up around 50\u201360% and a larger share of lower bound only and exact salary disclosures. Exact salary postings are most prevalent in the United Kingdom, Germany, and Spain.\" class=\"wp-image-14157\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-1024x683.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-300x200.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-768x512.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-1536x1024.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204747\/transpa_disclosure_snapshot-2048x1365.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Stacked bar chart titled \u201cPrecise numbers are the exception, salary ranges the rule\u201d showing the breakdown of salary-transparent job postings by salary disclosure format in each country, including a salary range, a lower or upper bound, or an exact salary.<\/em><\/figcaption><\/figure>\n\n\n\n<p>Precision also depends on the type of pay offered. Hourly pay is more likely to be quoted as an exact figure and, when a range is given, it tends to be narrower. In Spain, for instance, 53% of hourly pay postings quote an exact figure, against only 21% of postings advertising annual salaries. In the UK, 44% of hourly rate postings do the same, compared to 21% of annual salary postings. The same pattern holds across all countries studied, though the size of the gap between pay types varies.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"853\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype-1024x853.png\" alt=\"Dumbbell plot showing the share of exact-salary postings among transparent job postings by pay frequency \u2014 yearly, monthly, and hourly \u2014 across seven European countries. Hourly-paid postings consistently show a higher share of exact salary disclosure than monthly or yearly postings in every country. Spain and the United Kingdom have the largest gaps, with hourly postings quoting exact pay at 53% and 44% respectively compared to 21% for yearly in both countries. Ireland shows the smallest gap, with hourly at 27% and yearly at 17%. Germany and the Netherlands show the lowest monthly exact-salary shares at 14% and 6% respectively.\" class=\"wp-image-14158\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype-1024x853.png 1024w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype-300x250.png 300w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype-768x640.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype-1536x1280.png 1536w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06204932\/transpa_precise_range_by_salarytype.png 1800w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Lollipop chart titled \u201cHourly-paid jobs more often quote exact pay\u201d showing the share of postings with salaries that mention an exact amount rather than a range or upper\/lower bound, by country and pay frequency.<\/em><\/figcaption><\/figure>\n\n\n\n<p>As the typical salary-transparent posting advertises a range rather than a fixed figure, the final wage is determined by experience, skills, and some negotiation between employer and candidate. That said, not all ranges are equally informative \u2013 a narrow band gives jobseekers a much clearer sense of likely pay than a wide one. Median ranges show strong variation across countries and pay types. In the UK, for instance, the median hourly range is 11% of the lower bound (equivalent, for example, to a posting paying \u00a315-\u00a316.65 per hour), while annual salary ranges are wider at 17% (corresponding to something like \u00a330,000-\u00a335,100). Hourly ranges are consistently narrower than the most common longer-interval pay type in all countries except Spain, where hourly wages are quoted in slightly less precise terms. Italy stands out at the other extreme: salary ranges there are the widest of any country in our sample, with a median of 50% of the lower bound\u00a0(a posting advertising \u20ac3,000 per month, for instance, would typically top out at \u20ac4,500).<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"922\" height=\"1024\" src=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-922x1024.png\" alt=\"Grouped horizontal bar chart showing the median salary range as a percentage of minimum salary by pay frequency \u2014 overall, yearly, monthly, and hourly \u2014 across seven European countries from January to March 2026. Italy has the widest salary ranges overall at 50%, driven by monthly postings, while the United Kingdom has the narrowest at 15% overall. In most countries, hourly-paid postings quote narrower ranges than monthly or yearly postings, with the gap most pronounced in Italy where hourly ranges are 31% compared to 50% for monthly. Spain is a notable exception, where hourly postings at 25% are wider than yearly postings at 17%.\" class=\"wp-image-14159\" srcset=\"https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-922x1024.png 922w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-270x300.png 270w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-768x853.png 768w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-1382x1536.png 1382w, https:\/\/d341ezm4iqaae0.cloudfront.net\/hiringlaborg\/sites\/3\/2026\/05\/06205217\/transpa_range_by_salarytype-1843x2048.png 1843w\" sizes=\"auto, (max-width: 922px) 100vw, 922px\" \/><figcaption class=\"wp-element-caption\"><em>Bar chart titled \u201cHourly-paid jobs usually quote narrower salary ranges\u201d showing the median salary range, expressed in percent of the lower bound, in job postings with pay information. Breakdown by country, hourly and monthly or yearly pay.<\/em><\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p>Until the introduction of a legal obligation, European employers will likely remain reluctant to adjust their job posting practices. Even then, the quality of disclosure is not guaranteed \u2013 some employers may respond by posting ranges wide enough to satisfy the letter of the law while revealing little about actual pay. Either way, the current data shows how little European jobseekers know about pay in the jobs they apply to today. As national laws are implemented, the current baseline presented in this analysis will be a reference point against which future progress in salary transparency can be assessed.<\/p>\n\n\n\n<p><strong>Methodology<\/strong><\/p>\n\n\n\n<p><em>We calculate pay transparency in job postings by dividing the number of unique job postings with a salary by the total count of unique advertisements in a given month. Pay information is extracted from postings published or indexed by employers on Indeed. Some postings reference publicly available benchmarks such as the minimum wage or collective bargaining wage tables rather than listing figures explicitly; including these cases as transparent does not meaningfully change the salary transparency shares or trends.&nbsp;<\/em><\/p>\n\n\n\n<p><em>The Indeed\/Censuswide survey on pay transparency preferences was conducted in January 2025 across 6011 workers and jobseekers aged 18 or older in the UK, Netherlands, France, Italy, Germany, and Ireland.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Three years after the EU adopted its pay transparency directive, most European job postings still omit salary, leaving candidates to apply without all the facts about compensation. <\/p>\n","protected":false},"author":103,"featured_media":14160,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"recruiter-hub-blocks.php","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[251],"post_mwm_category":[354],"post_topic":[],"post_content_type":[],"post_duration":[],"post_actions":[],"post_franchise":[],"post_mwm_author":[365],"class_list":["post-14149","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-spotlight","post_mwm_category-pay-and-benefits","post_mwm_author-lfeist"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Full Salary Transparency in Europe is Still a Distant Prospect - Indeed Hiring Lab UK I Ireland<\/title>\n<meta name=\"description\" content=\"Three years after the EU adopted its pay transparency directive, most European job 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