By Priya Aggarwal-Shah, founder and director of PREACH Inclusion
The proposed changes to pay transparency represent one of the most significant developments in UK recruitment practices in recent years. While many employers already publish salaries, the new proposals would make transparency the expectation rather than a matter of choice. For organisations committed to fairness, equity and inclusion, this is a welcome step that has the potential to remove barriers that have disadvantaged many candidates for years.
In July 2026, the UK Government launched a consultation on equal pay and pay discrimination, including proposals that would require employers to share salary information when recruiting. Since then, the Government has signalled its intention to introduce legislation that would make salary disclosure mandatory in job advertisements, strengthening transparency and helping address pay inequalities across the labour market.
But what exactly is being proposed, why does it matter, and what should employers be doing now?
What is the proposed new law?
The proposal would introduce a legal requirement for employers to provide salary information during recruitment.
Under the consultation, employers would be expected to:
Include a salary or salary range in job adverts; or
Provide salary information in writing before interview if a role is not publicly advertised.
While some of the finer details are still being considered, the overall aim is clear: applicants should know what a role pays before investing significant time and effort in an application process.
The Government has described the proposal as part of a wider effort to improve pay transparency, support fair recruitment practices and tackle inequalities that continue to exist within the workplace.
“Too often, applicants spend hours researching organisations, tailoring applications and attending interviews without knowing whether the role can realistically meet their financial needs. Pay transparency removes much of that uncertainty.”
How did we get here?
The proposal stems from the Government's Equal Pay and Pay Discrimination consultation, launched in July 2026. The consultation sought views from employers, workers and stakeholders on a range of reforms designed to strengthen equal pay protections and improve transparency.
Among the questions considered were:
Whether employers should be required to publish salary information during recruitment.
What level of salary transparency should be expected.
Whether additional pay-related information should be disclosed.
How greater transparency could help identify and address unequal pay.
Following the consultation, the Government announced its intention to legislate and make salary disclosure in job adverts mandatory.
When will the law come into force?
At the time of writing, there is no confirmed implementation date.
The Government has stated that legislation will be brought forward, but a detailed timetable has not yet been published. Employment law experts have suggested that there is likely to be a significant lead-in period while the finer details are developed and regulations are drafted.
In other words, change is coming, but employers still have some time to prepare.
Why does this matter for applicants?
For candidates, salary transparency creates clarity.
Too often, applicants spend hours researching organisations, tailoring applications and attending interviews without knowing whether the role can realistically meet their financial needs. Pay transparency removes much of that uncertainty.
It can also help create a more balanced recruitment process. When candidates understand the salary range from the outset, they are better equipped to assess opportunities, understand expectations and make informed career decisions.
Importantly, transparency shifts the conversation away from guessing games and negotiation tactics, towards skills, experience and suitability for the role.
“Women, ethnic minority professionals and disabled people can face additional barriers to negotiation and may be more likely to worry about being perceived negatively for asking for higher pay. As a result, recruitment processes that rely heavily on negotiation can unintentionally reinforce existing pay gaps.”
Why does this matter from an inclusion perspective?
This is where the proposals become particularly significant.
Research consistently shows that not everyone enters salary negotiations on equal footing. Factors such as gender, ethnicity, disability, socioeconomic background and workplace culture can influence an individual's confidence or willingness to negotiate pay.
Women, ethnic minority professionals and disabled people can face additional barriers to negotiation and may be more likely to worry about being perceived negatively for asking for higher pay. As a result, recruitment processes that rely heavily on negotiation can unintentionally reinforce existing pay gaps.
Publishing salary ranges helps to level the playing field.
Rather than asking candidates to "name their price", salary transparency provides a benchmark and reassurance that:
The organisation has considered the value of the role.
There is a structured approach to pay.
Candidates can assess whether they are being fairly positioned within the range.
Conversations about remuneration begin from a place of openness and consistency.
While pay transparency alone will not eliminate inequality, it is an important step towards creating recruitment processes that are fairer, more inclusive and more accessible for everyone.
What should employers start doing now?
Even though the legislation is not yet in force, forward-thinking employers can begin preparing today.
This includes:
1. Reviewing recruitment practices
Audit current job adverts and identify where salary information is missing. Consider whether there is a clear rationale for withholding pay information and whether that rationale still stands.
2. Establishing clear salary bands
Transparent recruitment starts with transparent pay structures. Employers should ensure salary ranges are evidence-based, consistent and regularly reviewed.
3. Assessing internal pay equity
Before publishing salary ranges externally, organisations should understand how these compare with the pay of existing employees and identify any unexplained disparities.
4. Equipping hiring managers
Managers and recruiters should be confident discussing pay openly and consistently with candidates.
5. Embedding transparency within inclusion strategies
Pay transparency should not be viewed purely as a compliance exercise. It is an opportunity to strengthen trust, improve candidate experience and demonstrate a genuine commitment to equity.
“As we often say at PREACH Inclusion, inclusion is not just about what organisations say. It is about what they do. Publishing salaries is a simple, practical action that demonstrates fairness in action and helps ensure that everyone has the information they need to make informed decisions about their future careers.”
What does this mean for PREACH Inclusion?
At PREACH Inclusion, this consultation reflects a principle we have championed for some time.
We have long encouraged employers to be transparent about pay, and as a result, we typically only advertise opportunities on our Jobs Board where a salary or salary range is clearly stated.
For us, transparency is not simply about meeting future legal requirements. It is about creating a more inclusive built environment sector where opportunities are accessible, equitable and open to all.
As the proposed legislation develops, more organisations will likely need to adopt practices that many inclusive employers are already implementing today. That is a positive step forward.
If organisations are serious about attracting diverse talent, building trust and creating fair recruitment processes, transparency should not be viewed as a burden. It should be viewed as a cornerstone of good practice.
As we often say at PREACH Inclusion, inclusion is not just about what organisations say. It is about what they do. Publishing salaries is a simple, practical action that demonstrates fairness in action and helps ensure that everyone has the information they need to make informed decisions about their future careers.
The law may not be in force yet, but the direction of travel is clear. Employers who start preparing now will not only be ready for future requirements, they will also be taking a meaningful step towards building more inclusive workplaces.