Why job ads need a pay range
Under the EU Pay Transparency Directive, job applicants have the right to receive information about the initial pay or its range before the interview. Many employers choose to put the range directly in the job ad: it is the clearest way to share it.
The range should be based on objective, gender-neutral criteria, so you can explain why the role sits where it does. A short, concrete sentence works better than vague wording.
What to avoid
- Vague wording such as “competitive salary” or “attractive package” without figures.
- Only an upper limit, such as “up to €X”: it gives no real starting point.
- Asking candidates about their current or previous salary; the directive does not allow this.
Frequently asked questions
- Do I have to put the salary range in the job ad?
- The directive requires that applicants get information about the initial pay or its range before the interview. Putting it in the ad is the simplest way. National laws may add details, so check the official source in your country.
- Should I show gross or net pay?
- Gross pay is the common standard in job ads because it does not depend on personal tax situations. The tool uses gross by default.
- How wide should a salary range be?
- A band width of about 30 to 40% between minimum and maximum is common. Much wider ranges may not give candidates a meaningful indication.
- Is anything I enter stored?
- No. The generator runs entirely in your browser. Nothing is sent to a server or saved.
This tool provides structure and templates, not legal advice.