New research from Robert Walters has found that 68% of UK professionals believe their salary history has hindered them when negotiating for higher pay, as the Government plans to require employers to disclose salary information in job adverts.
The findings arrive after the Government announced plans for a new ‘Say What You Pay’ law, which would require UK employers to include salary information in job adverts. Robert Walters says the planned move reflects the growing priority placed on pay transparency across Europe.
According to the recruitment business, salary history can shape an applicant’s expectations even where their skills and experience point to a higher market value. The research suggests many jobseekers are therefore looking for clearer salary information before entering a negotiation.
“A past salary shouldn’t decide a professional’s current value, especially when their skills and experience tell a different story.”
Daniel Harris, Managing Director – UK&I, Robert Walters
Salary history remains a difficult question
Only 27% of professionals surveyed said they share their current salary openly during job interviews. A further 44% say they state their salary expectations upfront, while 19% admit to inflating their current salary.
Daniel Harris, Managing Director – UK&I at Robert Walters, said: “Shifting the conversation when questions over current earnings come up is a way workers are taking the subject of salary history off the table.
“While it rarely plays a main role in final salary decisions, knowing more about an applicant’s salary history can help hiring managers more accurately benchmark expectations and prevent wasted time during hiring processes.”
Budget pressure could tighten pay decisions
The research also points to a more constrained pay environment. Nearly two-thirds (65%) of UK employers say budget constraints will remain their biggest challenge when deciding salaries in 2027. Only 29% say they expect to award pay rises in the new year, compared with 47% who said the same for 2026.
Harris said that clearer performance and reward structures, regular market benchmarking and pay reviews can help organisations prepare for greater transparency, but cannot expand budgets. He added that open communication about muted pay rises can give employees and hiring managers greater clarity.
Benefits still matter alongside base pay
Robert Walters’ research also found that 60% of UK professionals would now choose higher pension contributions over a salary increase. The business says this underlines the importance of considering total reward, not only salary, when employers seek to attract and retain people.
Harris concluded: “When decisions on pay are based more on a professional’s salary history than their current skills, experience, and the value they’d bring to a role, organisations don’t only risk perpetuating historical pay inequalities but losing out on top talent.
“As pay transparency becomes a bigger topic for employers, questions around remuneration will become more common. By providing more clarity around pay expectations, how final decisions are made and the barriers to more substantial increases, as well as offering alternatives where possible, leaders can keep these conversations open and constructive.”
About Robert Walters
Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services globally. The company has more than 2,800 people in 29 countries.
