Employers to be forced to publish salaries in job adverts

However, making salaries public would not automatically mean businesses increase what they pay.

Chris Mason, co-founder of specialist product management and executive search recruiter Intelligent People, told GB News that clearer salary information could improve conversations between employers and candidates.

Mr Mason said: “The new rules won’t necessarily lead to higher salaries. While greater salary transparency may influence expectations, it also helps employers and candidates have more open and realistic conversations about pay from the outset.”

Publishing salary ranges could improve the quality of applications, build trust and help businesses attract suitable people, he said.

He added: “Ultimately, it should encourage fairer, more consistent pay practices rather than automatically driving salaries upwards.”

The comments follow plans announced by Prime Minister Andy Burnham to make publishing salaries in job adverts a legal requirement.

Only 41 per cent of employers always publish salary ranges, while 18 per cent always publish specific salaries, according to estimates cited in the announcement.

The Government wants employers to “say what you pay”, making salary information a standard part of recruitment.

Mr Burnham said: “Whether you’re a young person starting out or a parent trying to support your family, you should know what a job pays before spending your time and effort applying for it.”

Legislation will be brought forward “as soon as possible”, the Government said. No start date was given, and businesses are being encouraged to publish salaries now.

Support for the proposal is strong among consultation respondents. Early analysis found 94 per cent backed the requirement, including 93 per cent of businesses responding.

For workers, another potential benefit is reducing unfair differences in pay.

Mr Mason said: “Greater transparency can also help address historic gender pay gaps and other pay inequalities by ensuring salaries are based on skills, experience and the value of the role.”

The Government argues that hiding salaries leaves women negotiating without enough information, making them more vulnerable to lower offers.

Employers may also need to rethink how they set and explain salaries.

Mr Mason said businesses would need to be more upfront about pay expectations and ensure these match the skills and experience a role requires.

He added: “Businesses may also need more structured, evidence-based systems for assessing employees and aligning salaries with experience and performance, so that any differences in pay can be fairly justified.”

However, he questioned how much the changes alone would help young people find work.

Mr Mason said: “We don’t believe salary transparency will have a significant direct impact on youth unemployment.

From what we’re seeing, the bigger challenges are the cost of employing people, particularly for smaller businesses in sectors such as hospitality and retail, and the impact of AI on traditional entry-level roles.

“We need to make it easier and more attractive for businesses to create jobs and invest in early-career talent. Greater salary transparency can help create fairer recruitment practices, but it needs to sit alongside wider measures to encourage businesses to hire and develop young people.”

The announcement forms part of the Government’s wider target of delivering 200,000 work experience opportunities.

Siemens Mobility will provide 10,000 opportunities in engineering and technology. Further reforms are expected after the Milburn Review into youth inactivity publishes its final report in the coming weeks.

Mr Mason said: “Greater salary transparency can help create fairer recruitment practices, but it needs to sit alongside wider measures to encourage businesses to hire and develop young people.”