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When hiring new employees, it is essential for employers to avoid discrimination based on protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. These legal protections help ensure that all applicants receive equal treatment throughout the recruitment process.
Discussions about salary often feel awkward for both interviewers and candidates. However, according to Louise Rudd, a senior adviser at Acas, the workplace advice and conciliation service, there are no legal restrictions preventing employers from asking candidates about their current salary or salary expectations. She emphasizes that employers should ask these questions consistently to all applicants to maintain fairness.
In recent years, a campaign with the hashtag #EndSalaryHistory gained attention, encouraging employers to stop inquiring about candidates’ past salaries. The Fawcett Society, which advocates for women and gender equality, warned that this practice risks perpetuating historic pay disparities linked to gender, race, and disability. They argued that basing offers on salary history rewards individuals’ negotiating skills rather than their actual skills, experience, and performance.
Candidates are under no obligation to disclose their current pay if they choose not to. Some express reasons for inflating their salary when asked, hoping to secure a higher offer, but this carries risks. Rudd suggests that applicants might prefer to share their salary expectations or demonstrate knowledge of the role’s typical salary range instead. Recruitment experts encourage candidates to highlight their skills and experience as the basis for compensation. Shazia Ejaz, director of campaigns at the Recruitment and Employment Confederation, advises jobseekers to approach salary discussions with both realism and confidence. She explains, “Candidates can focus on showcasing the value they bring, the benefits that matter most to them and to go to the interview knowing the market rate for the role.” She adds, “Jobseekers who have done their homework on salaries and can explain the contribution they will make are in the strongest position to secure the right package.
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