Salary Transparency in Job Postings – A Practical Guide for HR

A New Recruitment Reality

Publishing salary ranges in job postings is becoming standard across the European Union. For many companies, this is a revolutionary change – studies show that previously only about 4% of job postings in Poland contained salary information.

Legal Requirements – What Must the Posting Include?

Directive 2023/970 requires that the candidate receives information about:

• Initial salary or salary range (bands)
• Information must be based on objective, gender-neutral criteria

When to Provide Information?

You have three options:

1. In the job posting content – recommended
2. Before the job interview – e.g., in the meeting invitation
3. In another way before negotiations – but no later!

How to Formulate Salary Ranges in a Posting?

Basic Template

Salary: €4,500 – €6,000 gross/month

Salary level depends on:
• Professional experience (min. 3 years in similar role)
• Knowledge of tools X, Y, Z
• Industry certifications

Template for Positions with Bonus Systems

Total compensation: €5,000 – €7,000 gross/month
• Base salary: €4,000 – €5,000
• Quarterly bonus: up to 20% of base (KPI-dependent)
• Benefits: medical package, sports card, insurance

Template for B2B Contracts

Rate: €60 – €75/h net + VAT (B2B contract)
or employment equivalent: €7,500 – €9,500 gross

Rate depends on technology experience:
• Junior (1-2 years): €60-65/h
• Mid (3-5 years): €65-70/h
• Senior (5+ years): €70-75/h

Common Mistakes to Avoid

❌ Too Wide Ranges

Wrong: “€3,000 – €9,000” Right: “€5,000 – €6,500 for candidates with 3-5 years experience”

❌ No Upper Limit

Wrong: “From €4,000” Right: “€4,000 – €5,500”

❌ Hiding Ranges in Footnotes

Wrong: Ranges at the very bottom of the page in small font Right: Clearly visible in the main part of the posting

❌ Different Ranges for the Same Role

Wrong: Different ranges in different publication channels Right: Consistent ranges in all postings

How to Update Existing Postings?

Implementation Checklist

• Identify all active job postings
• Establish ranges for each position
• Verify consistency with internal pay scales
• Update posting templates in ATS
• Train recruiters and hiring managers
• Establish range approval process

Communication with Hiring Managers

Common resistance: “I don’t want to provide ranges because I’ll lose negotiating leverage”

Arguments to convince them:

1. It’s a legal requirement – there’s no choice
2. Research shows transparent ranges attract better candidates
3. We save time on conversations with mismatched candidates
4. We build an image of a transparent employer

Monitoring Results

After implementing transparent ranges, track:

• Number of applications – did it increase/decrease?
• Candidate quality – are they better matched?
• Time to hire – is the process faster?
• Recruitment cost – are we spending less on sourcing?
• Candidate feedback – how do they rate transparency?

Summary

Salary transparency in job postings is a change that requires preparation, but in the long run, it streamlines the recruitment process and builds trust in the employer. Companies that implement it earlier and better will gain an advantage in the competitive talent market.

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In the next article: “Ban on Pay Confidentiality Clauses – What Does It Mean for Employees?”

Read Also

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• Pay Transparency in the EU – A New Era of Salary Openness
• Mandatory Salary Ranges – What Employers and Candidates Need to Know
• Transparency in Organization - From Buzzword to Practice

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Frequently Asked Questions

When does the EU salary transparency directive take effect?

Directive 2023/970 requires EU member states to transpose it into national law. Employers must provide candidates with salary or salary range information before or during the recruitment process, based on objective, gender-neutral criteria. Companies that prepare early will gain a competitive advantage in attracting talent.

How wide should the salary range be in a job posting?

Salary ranges should be realistic and not excessively broad. A range like 3,000-9,000 EUR is too wide and appears unserious, while a focused range like 5,000-6,500 EUR for candidates with 3-5 years of experience is much more effective and credible.

What if hiring managers resist publishing salary ranges?

Resistance is common but manageable. Key arguments include legal compliance requirements, research showing transparent ranges attract better-matched candidates, time savings by filtering out misaligned applicants early, and the positive impact on employer brand reputation.

Does salary transparency apply to B2B contracts as well?

The directive primarily targets employment relationships, but best practice is to provide rate transparency for B2B contracts as well. Listing hourly rates with experience-based tiers helps candidates self-select and reduces time spent on mismatched conversations.