Salary ranges are changing recruitment. Is your company ready?

As of June 2026, pay transparency rules make it mandatory across the EU to disclose salary ranges in job adverts or before the first interview. While this shift might involve some administrative adjustment, it’s also a massive opportunity to build trust with potential hires.

Candidates value openness, so seeing a clear salary range signals that you respect their time and value fairness. It also filters out mismatches early, saving you hours of interviewing candidates whose expectations don’t match your budget. Instead of viewing this as a bureaucratic hurdle, see it as a chance to showcase your company’s integrity. When you’re upfront about pay, you attract people who are genuinely interested in the role and your company’s culture, not just those hoping to negotiate a big salary.

Making pay transparency work for your business

How do you get this right? Here are some tips to ensure you’re well-prepared:

First, audit your current pay structures. Make sure your salary ranges are based on objective criteria like skills and experience, not past salaries (which you can no longer ask about).
When writing job ads, be specific: “€45 000–€55 000 depending on experience” is much better than “competitive salary”. This clarity reduces anxiety for candidates and positions you as a modern, equitable employer.
Use this opportunity to check for any gender pay gaps, too. The new rules require companies with at least 100 employees to publish information on the pay gap between female and male workers, making it important to identify and address any underlying issues in your pay structures.
Communicate any changes internally as well. When employees see that your organisation is taking steps to ensure pay transparency, it can contribute to higher morale and retention.

Remember, transparency isn’t just about avoiding fines, it’s also about building a reputation as an employer worth working for.

Leveraging EURES for fair recruitment

Navigating these new rules while recruiting across borders isn’t always straightforward. That’s why the EURES network is well placed to support you in adapting to changing requirements. EURES Advisers are experts in cross-border labour mobility and can provide information and guidance on international hiring, including country-specific employment conditions and recruitment practices. Their expertise can help you better understand how to communicate job opportunities to candidates abroad.

Overall, EURES promotes fair mobility. By using its platform to advertise job vacancies, you signal to jobseekers that your company is credible and ready for the future. Whether you’re hiring locally or looking for talent from other European countries, embracing these changes can turn a regulatory requirement into a competitive advantage.

Read about the main reasons why people stay loyal to their employers.

Related links:

EU Pay Transparency Directive

EURES Advisers

The real reason people stay at their jobs

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