Salary transparency in 2026: What candidates expect and how to respond
Salary transparency has continued to rise across Australia and internationally over the past few years, driven by changing candidate expectations and broader shifts towards openness in workplace practices.
Salary remains one of the most influential factors in job decision making, where candidates now tend to expect clear information early in the process rather than general terms like competitive salary. This shift reflects a growing preference for fairness, clarity and respect for candidates’ time as they assess whether a role is the right fit.
LinkedIn’s Global Talent Trends report highlights that fairness and clarity are central to how candidates assess employers, and transparent pay communication increasingly forms part of that expectation. Candidates increasingly interpret clear salary information as a sign of professionalism and openness, which reinforces why expectations are shifting.
As the market moves into 2026, transparency is becoming more of a professionalism standard than a differentiator.
The benefits of transparency
Faster, better quality applications
Publishing salary ranges helps candidates self-assess early and reduces the volume of misaligned applications. SEEK’s insights indicate that clarity on pay improves application quality and minimises late-stage withdrawal caused by mismatched expectations. These practical benefits sit alongside reputational gains for employers who lead with clarity.
Improved employer brand perception
Clear communication about pay is increasingly associated with fairness, consistency and professionalism. Candidates often interpret transparent salary information as a sign that an organisation is confident in its structures and willing to engage openly.
In competitive markets, this level of openness can help strengthen employer reputation by signalling that the organisation values trust and clear expectations.
Common fears and misconceptions
Concern: Internal equity or reduced negotiation flexibility
Many employers worry that publicly sharing pay ranges may expose inconsistencies or reduce flexibility when hiring specialist or senior candidates. These concerns are understandable and often indicate that a pay structure needs review. When salary bands are grounded in market data and explainable criteria, organisations can still offer flexibility within a band while maintaining fairness.
Concern: Transparency could reduce motivation or create tension
A 2023 analysis in Harvard Business Review noted that transparency can have mixed outcomes if it is introduced without clear communication about performance expectations and progression pathways. Employees may focus on comparisons if the broader pay and performance philosophy is unclear.
This does not undermine transparency. Instead, it reinforces that transparency works best when paired with clear rationale and well-structured progression frameworks.
Practical steps to introduce (or strengthen) transparency
1. Conduct a pay audit and define clear salary bands
Review current pay data, benchmark against the market and identify inequities. Then establish transparent salary bands that reflect both internal relativities and external competitiveness.
2. Train hiring managers to discuss pay with clarity
Managers should understand how bands are set, how progression works and how to communicate this consistently. This strengthens candidate confidence and reduces mixed messages.
3. Communicate ranges early in the hiring process
Where appropriate, include salary ranges in job ads or share an indicative range early. This allows candidates to make informed decisions and reduces the risk of misalignment.
4. Review and update pay structures regularly
Markets shift, and pay structures should evolve in response. Regular reviews ensure transparency does not lock the organisation into outdated rates.
5. Pair transparency with broader equity and inclusion efforts
Transparency is most effective when supported by fair progression pathways, structured decision-making and a culture of open communication.
Transparency as a trust signal
Salary transparency is rapidly becoming a baseline expectation. When implemented thoughtfully, it improves alignment, supports equity and strengthens employer brand in a meaningful way. For organisations focused on long-term culture and reputation, transparency offers an opportunity to demonstrate integrity and build trust with both candidates and employees.
If you would like support in designing transparent, market-aligned hiring and pay practices, the team at Becks Wiggins Stokes can help. Reach out to our team today at careers@bwsrecruitment.com.au to begin the conversation.