Salary Transparency in Job Ads in France: Why You Should Start Now ?

Starting in 2026, all job ads across the European Union must include salary details. This legal change, aimed at enhancing fairness and transparency in the job market, presents an opportunity for companies to gain a competitive edge by embracing salary transparency now. By providing clear compensation details, businesses can not only attract top talent but also improve recruitment efficiency. Here’s why adopting this practice today can revolutionize your hiring process.

A staggering 90% of job seekers expect salary information in job ads, according to a survey by XING.

" Candidates increasingly prioritize clarity when evaluating potential employers, with salary being one of the first factors they consider. "

Adélaïde Sapelier
Recruiter
Eurojob-Consulting

Employers who fail to include salary information risk losing top talent to competitors who adopt this transparent approach.

Moreover, salary transparency fosters trust, a critical factor for attracting skilled candidates. It also enhances the candidate experience, which can significantly improve your application rates. Transparent communication signals a modern, candidate-focused approach and helps build a stronger employer brand.

In short, addressing this fundamental expectation now positions your organization as forward-thinking and responsive to candidates’ needs.

Including salary details in job ads naturally filters out unsuitable applicants, saving time for both recruiters and candidates. This transparency helps candidates self-assess whether the role aligns with their expectations, reducing the likelihood of mismatched applications.

Consider a scenario where a candidate advances through multiple interview rounds, only to discover that the offered salary doesn’t meet their expectations. This misalignment wastes valuable time for both the candidate and the recruitment team. Pre-empting these issues with salary details upfront streamlines the process and ensures more focused interactions.

For businesses, this means less time spent on reviewing irrelevant applications and more on engaging with well-suited candidates. The result is a recruitment process that is not only efficient but also more satisfying for all parties involved.

One common concern is that publishing salaries limits flexibility. However, salary ranges offer a solution that balances transparency with room for negotiation. These ranges provide clear benchmarks while leaving space to accommodate candidates’ unique skills and experience.

For example, stating a salary range of €40,000–€50,000 allows candidates to gauge the offer while giving you flexibility to negotiate based on qualifications. Here’s how to maximize the impact of salary ranges:

• Align ranges with internal budgets and market standards.
  
• Link salary discussions to the job requirements outlined in your ad.
  
• Emphasize fairness and equity in pay to foster trust among employees.
  

By adopting this approach, your organization demonstrates both transparency and adaptability, key traits that resonate with today’s job seekers.

Modern job platforms like XING or LinkedIn offer tools to seamlessly integrate salary information into job ads. These platforms allow candidates to filter job searches by salary expectations, making it easier for them to find suitable roles—and for you to attract the right applicants.

For instance, XING’s Smart Search feature uses AI to match candidates with jobs based on salary preferences, qualifications, and interests. These innovations reduce the time and effort required to connect with top talent. Additionally, candidates can see value-added comparisons, such as “earn up to 20% more,” which further incentivizes applications.

Employers leveraging these tools can see up to a 30% improvement in hiring efficiency, according to internal XING data.

By mid-2026, the European Union will mandate salary transparency in job ads. Waiting until the deadline to comply could harm your employer branding and put you at a competitive disadvantage. Instead, adopting this practice early allows you to align with future regulations while setting a positive example in the job market.

Countries like Austria, which already require salary disclosures, have seen positive outcomes, including increased employee trust and higher application rates. Aligning with these standards now also demonstrates your company’s commitment to fairness and inclusivity.

Ultimately, transparency in salary information isn’t just about compliance—it’s about creating a recruitment strategy that is forward-thinking, efficient, and appealing to the modern workforce.

Transitioning to salary transparency now provides immediate benefits for your recruitment process and prepares you for upcoming regulations. By adopting clear and candidate-focused practices, your organization can attract top talent, streamline hiring, and establish itself as a leader in the competitive European job market.

For more great tips :

• How to Conduct Effective Employee Reviews in France
• Why French Candidates Ignore Your Job Offer: Key Reasons and Solutions
• How to Recruit Passive Talent in France with Alternatives to LinkedIn