Most UK job adverts still lack full pay transparency 

Many UK employers continue to withhold salary information in job adverts, despite growing calls for greater pay transparency. 

Analysis by employee experience platform Reward Gateway | Edenred has found that just 17 per cent of adverts included a fixed salary, while 53 per cent listed a salary range. A further 30 per cent did not disclose any salary information at all. 

The sectors most likely to omit salary details were strategy and consultancy, estate agencies and manufacturing. In contrast, retail, catering, social care and charity roles were among those most likely to include pay information. 

Employers often advertise pay ranges rather than a fixed salary to allow flexibility in hiring, particularly where experience levels vary. However, the study found that the average gap between the bottom and top of advertised salary bands was £9,887. 

According to the research, wide pay ranges can make it harder for candidates to understand likely earnings and progression within a role. Previous research cited in the study also suggests that 22 per cent of jobseekers avoid applying for roles where only a pay range is listed. 

The analysis also examined how benefits are presented in job adverts. It found that nearly one in five job listings promote at least one legal requirement or baseline entitlement as a “perk”. 

Examples include statutory holiday entitlement, lunch breaks and access to drinking water. The research identified 1,009 job adverts that listed water as a benefit and 336 adverts that highlighted the statutory minimum of 28 days’ annual leave as a perk. 

Chris Britton, People Experience Director at Reward Gateway | Edenred, said the findings suggest employers could do more to communicate pay and benefits clearly. 

“It’s surprising that nearly one in five job ads still promote basic legal entitlements as perks and that salary transparency remains limited, with 30% of adverts providing no pay information. However, improving transparency is vital to helping both employers and employees. It enables candidates to make informed career decisions, while helping businesses attract and retain top talent. Businesses should prioritise delivering meaningful benefits that support financial, physical, and emotional well-being, rather than repackaging minimal offerings to make roles appear more attractive.” He says

Campaigns calling for greater pay transparency have gained momentum in recent years, including the #SayThePay initiative, which encourages employers to publish salary details in job adverts. 

Separate research cited in the study suggests that 64 per cent of jobseekers say they would not apply for a role unless the salary is listed. 

The government’s new guidance on pay transparency forms part of wider discussions around equal pay and fairness in the workplace, as policymakers and employers consider how to improve trust and accountability across recruitment and reward practices.