Salary in Job Ads – What Do the New EU Rules Say?

The EU has made its position clear. Soon it won't be enough to wait until the interview to talk about salaries - candidates will need to know from the start. But what exactly do the rules say? And how should you, as an employer, think about the job advertisement?

"Salary as agreed” – a phrase still found in many Swedish job ads – gives applicants little clue about actual pay. But that will soon change.

The EU Pay Transparency Directive – which will become Swedish law in 2026 – makes it mandatory to provide information on (approximate) salary at an early stage of recruitment.
The goal? To ensure fair conditions, reduce unjustified gender pay gaps, and give candidates the information they need – even before writing a cover letter.

Read more: The EU Pay Transparency Directive Enters Into Force in 2026 - Are You Prepared to Meet the New Requirements?

Is it mandatory to include salary information in job ads under the Pay Transparency Directive?

No, that's not quite the whole truth. What the Directive says is that the information should be provided either in the job advertisement or at the first contact with the candidate, i.e. before you meet for an interview.

As an employer, you then need to provide information on the starting salary or salary range (also called salary band) for the position. The information should be clear and understandable, so that all applicants can easily see what is involved. Furthermore, the same information should be shared with all applicants, regardless of gender or background - regardless of gender, background or personal circumstances.

Saving time in recruitment – and attracting the right candidates

It's not just the regulators who are pushing to start talking money straight away - so are the candidates. A survey by LinkedIn shows that a whopping 91% of job seekers want to see salary ranges in job ads - and that it influences their decision to apply or not.

And that's not all. When the salary is clear from the start:

• you attract the right people
• make the selection more accurate
• save time filtering out candidates whose expectations don't match reality

And last but not least, putting all your cards on the table shows that you have your pay structures in order – and that you are serious about your commitment to fairness and equality.

Ready to Include Salary in Your Job Ads? Start Here.

There's no need to wait until 2026. The earlier you start, the easier the transition will be (and the more likely your job ads will stand out). So, where do you start?

1. Map your levels and criteria
Do you already have defined starting salaries or ranges for different roles? If not, develop a baseline based on existing salaries, market data and experience requirements. Review what you base pay on - training, responsibility, performance – and whether the criteria are clearly documented.

2. Decide how you want to present the salary
Do you want to set a salary range, a 'from' level or a fixed starting salary? Think about what suits your pay policy and how much variation is reasonable within the role. A range provides flexibility, but should not be too wide. A 'from' level can work if you have clear increments depending on experience. The most important thing is that the candidate gets a clear picture of what you actually offer.

3. Customize your templates
Make sure your job advertisements have a place for salary information – and that the wording is clear and inclusive.

Example text to use: "We apply transparent salary setting. For this role, we offer a salary range of 32,000-37,000 SEK/month depending on experience and skills."

4. Prepare hiring managers
Talking about money directly can be uncomfortable –wee especially in a recruitment situation where the tone is often cautious at first. Therefore, provide hiring managers with clear guidelines and examples of ready-made wording. With the right support, it will be easier to raise the issue of pay early on, without feeling uncomfortable.

Read more: Meet the Requirements for Pay Transparency – Ensure a Smooth Pay Survey!

Saves time in recruitment – and attracts the right candidates
Flex HRM makes it easy to work smartly and confidently with salary mapping and salary transparency. You get:

• automated support for job evaluation, mapping and analysis
• all data in one place (goodbye duplication and Excel chaos)
• ready-to-use reports and action plans in a few clicks
• a system that keeps up with pay transparency regulations

And the real beauty? It doesn't stop there. You get a complete toolbox for everything related to your staff: time and attendance, staffing, payroll management and support for all aspects of the employee journey - all seamlessly integrated into a single system.

Curious to know more? Don't hesitate to contact us!

The EU Pay Transparency Directive in brief:

• Adopted in the EU in May 2023, to be implemented in Sweden by June 2026
  
  
• Aims to tackle unjustified pay gaps
  
  
• Key points:
  - Salary must be stated in the job advertisement or at the latest before the interview
  - It is not allowed to ask questions about the candidate's previous salary.
  - Candidates must be given transparency on how salaries are set, and employers need to carry out salary surveys regularly.
  - The employer is obliged todisclose (on request) information on pay levels and criteria for setting pay to employees.
  - Companies with at least 100 employees must report gender pay gaps to a supervisory authority (in Sweden's case the DO). Parts of the information must also be made available to the public.