August 2026
Is a future where all PR job ads include a salary really (finally) in sight?
In huge news for salary transparency advocates, the UK government has launched a consultation that includes a proposal to require employers to include pay info on all job ads. Undoubtedly, this is a huge step in the right direction, and one that PR talent has been calling for years – ranking it the most important issue facing the industry in 2026 in our recent survey.
It is yet to be decided how this will look – pay ranges, exact figures or benchmarks, but whatever the final decision, any of it beats vague ‘competitive’ claims – or nothing at all. This is undoubtedly a huge step in the right direction for the PR industry and salary transparency, and an encouraging pushback to the trend of declining transparency in big agencies.
So, how could this impact PR agencies in reality?
1. All job ads would have to include clear salary information.
No more ‘competitive’ BS. Employers will have to publish salary information in all job adverts. The details of exactly how this information will be shared is not yet clear. It may be a specific salary, salary range or a benchmark. Employers that do not publish a job advert for a role would have to give candidates the information in writing prior to a job interview.
2. Not advertising a role wouldn’t be a loophole.
No more wasted time preparing for interviews without knowing the salary. Employers that do not publish a job advert for a role would have to give candidates the information in writing prior to a job interview.
3. Bonuses may also have to be disclosed in job ads.
Transparency might not stop at basic salary info. Details of other job conditions could also have to be disclosed to candidates, such as bonuses.
4. Smaller agencies might still get to opt in to transparency.
The UK proposals echo pay transparency proposals being rolled out across the EU. The EU proposals apply to large employers in of more than 100 workers. If this is reflected in the UK laws, a lot of small agencies will keep the option to ‘opt in’ to transparency.
5. Conversations on salary history *might* also be banned.
EU proposals also ban employers from asking candidates about their salary history. This does not feature in the UK consultation, but could be bought up if the EU policies are used as a framework.
At Latte, we’re committed to showing transparent salary information on all of out job ads – every single one. Our We Show the Salary pledge reinforces this commitment, alongside some leading PR agencies that are pioneering a fairer, more transparent future.
Written by Dean Connelly, Founder & Recruitment Director, Latte Recruitment