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Salary-history questions in UK job interviews: legal status and practical advice
By Drooid · · How we work
Current legal landscape
In the United Kingdom there is no law that bars employers from asking candidates about their current salary or salary expectations. Louise Rudd, senior adviser at the workplace-advice service Acas, explains that while employers may pose the question, applicants are under no obligation to answer. The UK Cabinet Office has focused instead on encouraging employers to publish salary ranges in job adverts, rather than prohibiting salary-history inquiries. By contrast, new EU regulations will ban such questions across the bloc, but those rules do not apply in the UK.
Background and advocacy campaigns
A campaign launched several years ago, identified by the hashtag #EndSalaryHistory, urged employers to stop requesting previous pay details. The Fawcett Society, a gender-equality organization, argued that the practice can perpetuate historic pay gaps linked to gender, race and disability, because it ties remuneration to past earnings rather than skills and experience. The Recruitment and Employment Confederation (REC) has publicly supported the move to eliminate salary-history questions.
Guidance from recruiters and advisers
Recruitment professionals advise candidates to shift the focus from past earnings to demonstrated abilities and market research. Shazia Ejaz, director of campaigns at the REC, recommends that jobseekers answer salary queries with realistic confidence, emphasizing the value they bring and the current market rate for the role. Rudd adds that, if employers choose to ask, they should pose the same question to every applicant to avoid discrimination based on protected characteristics such as age, gender or disability.
Implications for job seekers
Applicants may choose to disclose their current salary, provide a salary-expectation range, or decline to answer altogether. Some interviewees reportedly inflate their disclosed figures to negotiate higher offers, but experts warn that dishonesty can backfire. Preparing a clear understanding of the role’s typical pay and articulating one’s contributions are viewed as the strongest strategies for securing a fair package.
