News from ANZ
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06.02.2024
Why DACH companies may benefit from clear salary information and how HR leaders can start preparing today.
From mid-2026, publishing salary ranges in job advertisements will be mandatory across the EU. However, many companies and their HR Managers are already considering the strategic timing of transparency and the potential advantages it may offer.
At Departer – The Know-Who People we support regionally and internationally operating DACH companies in the successful placement of key leadership roles, combining deep market insight with a close eye on trends like salary transparency and shifting talent expectations.
1. Build trust – especially in global markets
Candidates value clarity. Clear salary information early in the process signals professionalism and helps reduce drop-off rates, especially in international recruiting.
2. Strengthen employer branding
Transparency is increasingly seen as a sign of fairness and appreciation, especially by younger and international professionals. It’s a competitive advantage for modern employers.
3. Promote fairness & equality
Transparent pay information supports efforts to close the gender pay gap and reduce the risk of discriminatory practices – a key issue in modern HR.
4. Fewer salary negotiations
Clearly communicated salary expectations minimize uncertainty, speed up hiring processes, and reduce potential friction between candidates and recruiters.
5. Increase accuracy – Reduce recruitment costs
A well-defined salary range helps filter out mismatched candidates and improves the quality of applications. That saves time and resources on both sides.
Despite the advantages, hesitation remains and that’s understandable. At Departer, we currently do not publish salary ranges in our job ads either. Here’s why:
Even if not published externally, having structured internal guidelines makes a difference:
This creates the foundation for smooth and scalable transparency, whenever your organization is ready to decide to take the next step.
Transparent compensation practices are now a defining element of modern talent acquisition and retention strategies. Organizations that prepare early are better positioned to attract top talent and strengthen their reputation as forward-thinking employers.
Mandatory salary disclosures represent a major step toward transparency and equality – but they also pose structural and communication challenges. Starting early is worth it – not just because of the legal deadline, but to strengthen your employer brand.
The shift toward transparency is underway – is your company ready?
Reach out to Departer for expert guidance on implementing salary structures that support sustainable, global hiring success.
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