Salary Transparency in the Workplace

There’s a shift happening in the world of work, and it centres around something once considered taboo: talking openly about salary. From legislation being introduced in various countries to candidates asking for pay details upfront, it’s clear that salary transparency is no longer just a trend - it’s becoming the norm.

But here’s the important part for business leaders: transparency doesn’t have to be all or nothing. While some companies have embraced full openness, others are exploring smaller steps - like publishing pay ranges or building internal compensation frameworks.

Why Salary Conversations Are Changing

For decades, salary was something best kept behind closed doors. Talking about money, especially in a professional context, was seen as uncomfortable or even inappropriate. But that’s changing, fast.

Today's professionals are more informed, more vocal, and more value-driven. Many are asking:

“Am I being paid as much as my colleagues?”
“Am I being paid enough?” And
“Am I being paid a competitive salary?”

And what’s more, they’re not afraid to walk away from their current role, or turn down an offer, if they don’t like the answers.

In fact, through our recent Talent Trends survey, 43% of business leaders asked found ‘matching salary expectations’ to be the most challenging factor in recruiting new talent.

This shift isn’t about creating tension. It’s about creating clarity, so that job seekers and employees alike can make informed decisions, and employers can build cultures built on fairness and trust.

six office workers laughing together

The Risks of Staying Silent

While transparency can feel daunting, staying opaque comes with its own set of challenges. One of the biggest? Perception.

When people don’t know how pay decisions are made, or worse, suspect unfairness, it can chip away at morale and erode trust. Even if pay is equitable behind the scenes, the absence of communication can make employees assume the worst.

For example: 63% of those actively looking for a new role say their current organisations aren’t transparent regarding salary.

That perception alone can impact:

Employee engagement – When people feel in the dark, they’re less likely to feel valued.
Recruitment outcomes – Candidates may drop out of the process if salary information is withheld for too long.
Retention rates – Uncertainty about pay can push great employees to explore other options.

In short, silence isn’t neutral - it can have very real costs.

A Strategic Advantage in the Competition for Talent

Here’s the opportunity: companies that embrace salary transparency - even partially - may find themselves with a competitive edge.

Job seekers are drawn to clarity. When salary information is shared early in the recruitment process, candidates can select more effectively. That leads to better alignment, fewer wasted interviews, and faster hiring.

Internally, transparency can drive accountability. It encourages organisations to confront inconsistencies, align compensation with values, and create clear growth pathways for employees.

Over time, it may also strengthen a company’s brand. A company known for fairness and openness is more likely to attract purpose-driven professionals who are looking for more than just a paycheck, they're looking for a place that reflects their principles.

Starting Your Own Salary Transparency Journey

If you’re curious about how your approach compares to what professionals want - or you’re looking for a practical starting point, our latest infographic on salary transparency offers a snapshot of current trends, employee expectations, and actionable steps you can take.