UK Job Seekers Can Legally Refuse to Disclose Current Salary
In the UK, employers may ask about current salary, but candidates are not legally required to answer. While the EU is banning such questions, the UK lacks similar legislation, relying instead on voluntary guidelines and pay transparency in job ads.
Key points
- UK law does not prohibit employers from asking about a candidate's current salary or expectations, but applicants have no obligation to disclose this information.
- The Fawcett Society and the Recruitment and Employment Confederation have campaigned against salary history questions, arguing they perpetuate gender and racial pay gaps by rewarding negotiation skills over actual merit.
- The European Union is implementing new rules that will ban recruiters from asking about salary history, a measure not currently included in UK Cabinet Office plans.
- Experts advise candidates to focus on their skills, experience, and market rates for the role rather than disclosing past pay, especially if they are uncomfortable with the question.
- Lying about salary is discouraged due to significant risks, so candidates are encouraged to provide salary expectations or emphasize their value based on market research.
Background
This issue arises within a broader 2026 trend of job seekers facing opaque hiring processes and AI-driven recruitment, which has eroded trust in the system. Previous coverage highlighted calls for clearer salary ranges and more human assessment in hiring to counter these opaque practices. The current debate on salary history questions aligns with these efforts to ensure fairer and more transparent compensation structures.
Why it matters
Addressing salary history questions is crucial for closing pay gaps based on gender, race, and disability. By refusing to disclose current pay, candidates can help shift the focus of hiring decisions toward skills and market value rather than historical compensation, which often reflects systemic inequalities. This practice supports more equitable pay structures and reduces the risk of perpetuating unfair wage disparities.
What to watch
The UK government is expected to continue focusing on pay transparency in job advertisements rather than banning salary history questions. Candidates should prepare to discuss their value and market rates confidently, while employers may increasingly adopt voluntary best practices to avoid perpetuating pay gaps. Monitoring EU developments may also influence UK recruitment norms indirectly.
Want the full story? Read the original reporting
Read on BBC