Transparent recruitment: salary disclosure mandatory in job ads

Equal Opportunities – Discrimination
Greater Transparency in Recruitment: Obligation to State Remuneration in Job Advertisements

Among the most significant innovations introduced by the pay transparency decree are the rules governing the personnel selection process. The objective is to promote greater fairness in hiring and to prevent pay disparities from arising at the outset of the employment relationship.
In particular, employers are required to provide candidates with information on the starting salary envisaged for the position offered or on the relevant pay band. Such information must be made available in job advertisements, notices, or selection announcements, on the basis of objective, gender-neutral criteria.
The decree also introduces an important prohibition: candidates may not be asked to provide information on remuneration received in previous or current employment relationships. Employers may not obtain such data even indirectly, through persons engaged in recruitment, selection, or hiring activities.
Particular attention is also paid to the conduct of selection procedures. Job advertisements and professional titles must be formulated using gender-neutral criteria, whilst the entire selection process must be organised in a manner that does not undermine the right to equal pay for the same work or work of equal value.
The new provisions mark a significant change in recruitment practices, requiring companies to adopt greater transparency from the very first contact with candidates and laying the groundwork for more effective prevention of pay discrimination.