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United KingdomGOV.UK

CMA backs pay details in job adverts, with competition caveat

The CMA supports requiring pay information in job adverts in principle and proposes a binding minimum or a range — but warns disclosure design must not harm competition.

By Taxxa AI OyPublished 10 November 2026

Payroll & Labour

The Competition and Markets Authority has responded to the Office for Equality and Opportunity's consultation on reform of the equal pay framework.GOV The response concentrates on a proposed duty to disclose pay information in job advertisements.GOV The CMA is broadly supportive of improving pay transparency in recruitment and supports in principle requiring employers to publish pay information in job advertsGOV, but cautions that the duties need careful design so that sharing certain types of pay information does not harm competition.GOV Queries about the response go to the CMA Advocacy Team at advocacy@cma.gov.uk.

On design, the response identifies two options that may offer the best balance between giving jobseekers better information, promoting competition and leaving room to negotiate pay: a binding minimum salary, or a pay range with a binding minimum and an indicative upper boundGOV. Both options centre on a binding minimum; the second adds an indicative ceiling, preserving scope to negotiate pay above the minimum.

The disclosure duty is a proposed requirement about recruitment advertising. By law, men and women must receive equal pay for equal work — work classed as the same, similar, equivalent or of equal value — and the Equality Act 2010 implies a sex equality clause into employment terms, upgrading any term less favourable than a comparator's and filling gaps where the comparator enjoys a term the claimant lacks. Advert disclosure operates earlier, at the recruitment stage, shaping what candidates know before they apply.

The response states no start date, and any advert-disclosure duty would arrive through the OEO reform itself: the consultation proposes a statutory requirement on all employers to publish pay information in job advertsGOV, introduced through a delegated power letting regulations specify the exact requirements. Advisers tracking the reform should watch whether the final framework adopts a binding minimum, a range with an indicative ceiling, or another design, and how the final rules handle the competition risks the CMA has flagged.

If you advise employers on recruitment, track the OEO equal pay reform and prepare for advert pay-disclosure — likely a binding minimum or a range with an indicative ceiling.

Sources