Best practice: salary information for posted roles

In many regions, including a salary range in your job description isn’t just a good practice, it is the law. There are many benefits to including salary information in your job advertisements; however, with the new global trends toward salary transparency, Getro wants to help you stay on the right side of the law and the fight for equality.

New salary transparency laws have been passed in various cities and states across the US and in the European Union. In the United States, employers in certain jurisdictions must either include a salary range in the job posting or provide job candidates with a salary range upon request. In the European Union, companies must disclose the salary or salary range in job advertisements or prior to a candidate’s first interview in addition to reporting on internal pay equity. 

Each state or city has its own criteria for compliance with salary transparency laws, so it is advised to conduct your own due diligence regarding exact requirements; however, it is undeniable that pay transparency continues to be a trend across the US and internationally. 

Helpful note!

In addition to being compliant it's also much more effective! In a recent study, 75% of job seekers said they are more likely to apply for a job if the salary range is listed in the posting and 56% said they would be more likely to apply for a company whose name they don't recognize if the salary range is listed in a posting.

Not only is disclosing the salary range in your job advertisement beneficial to your recruiting efforts, it also makes a positive difference. Pay transparency helps applicants make informed choices and bridge the pay gap faced by marginalized groups. 

We want to make sure you are including salary information for the jobs that you post on the Getro platform within these regions. While not required, we recommend including salary transparency so that you err on the side of compliance, effectiveness, and equity.

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