EU Pay Transparency: What Salary Info Must Be Shared with Candidates?

We asked attendees at our recent workshop: “What’s one burning question you need answered about the EU Pay Transparency Directive?”

The feedback was loud and clear - what compensation information should we expect to provide in job adverts?

Let’s break it down.

What Does the EU Pay Transparency Directive Say About Pay Information in Job Ads?

From June 7, 2026, organisations hiring in the EU must disclose compensation details to job applicants under the EU Pay Transparency Directive. The goal? To ensure candidates have the information they need for fair salary negotiations.

But what exactly do you need to share?

The directive states that job applicants have the right to receive:

• Initial pay or salary range for the position

• Relevant collective bargaining provisions

This information must be shared before the interview - either in the job advert or by other means (e.g., email to candidates). The exact requirement will depend on how each EU member state transposes the directive into national law. To learn more, check out this article on how early adopter member states are approaching the sharing of pay information before interview.

So What Counts As Pay?

Under EU case law, pay comprises not only salary, but also complementary or variable components of reward, due under collective agreements and local laws or practices. This could include any employee benefits, whether in cash or in kind as well as variable components including:

• Bonuses

• Overtime compensation

• Travel 

• Housing and food allowances

• Compensation for attending training

• Payments in the case of dismissal

• Statutory sick pay

• Statutory required compensation

• Occupational pensions

A Complex Landscape – But What Should You Do Now?

Of course, the EU Directive has not yet been transposed into law in all member states. Until local regulations are finalised, you must exercise a large degree of judgement and discretion as you prepare for the Pay Transparency Directive. While keeping one eye on local law developments.

But that doesn’t help you right now. So here’s our view - to help you put theory into practice. 

Example Job Ad With Transparent Pay Information

Here’s a clear example of a job advert that reflects the broad definition of pay outlined in the Directive:

Job Title: Senior Marketing Manager
Location: Dublin, Ireland (Hybrid)
Salary Range: €65,000 – €80,000 per year

Total Compensation & Benefits:

• Base Salary: €65,000 – €80,000 per year (depending on experience)

• Performance Bonus: Up to 10% of annual salary

• Long-term Incentives: Stock options available after one year

• Car Allowance: €5,000 per year (optional)

• Pension Contribution: Employer contributes 5% of base salary

• Annual Leave: 30 days + public holidays

• Other Benefits: Health insurance, remote work flexibility, professional development budget

Fig. 1 - Example Job Ad Including EU Pay Transparency Information

The Challenge of Quantifying Some Benefits

Some of this reward information will be more difficult to communicate in Euros and cents than others. For example, it won’t be possible to place a value on equity until the shares vest. In this case, adopting the spirit of the directive by being as transparent and equitable as possible is the key. As long as men and women get the same unit options - as determined by factors other than gender - communicating entitlement is the best approach. This is a tactic that can be applied to other elements of compensation where the amount is unknown, like bonuses and long-term incentive plans for example.

Why Salary Transparency Is Good for Business

There are plenty of reasons beyond the EU Pay Transparency Directive to drive a culture of salary transparency. Check them out in our article, The Case for Pay Transparency: 5 Business Benefits CEOs Can’t Ignore.