Salary disclosure requirement
In Europe, including salary information in job ads is becoming the norm. Directive 2023/970, adopted on May 10, 2023, requires member states to transpose this obligation into national law by June 7, 2026. This regulation aims to strengthen pay transparency and reduce inequalities by requiring companies to specify salary levels in job ads or communicate them before interviews.
In Switzerland, no such requirement currently exists, and the debate around pay transparency remains limited. At Licorn, we believe salary transparency is not only fair but also essential to make recruitment more efficient and relevant. And this transparency should not be a constraint only for recruiters: candidates themselves should also be able to state their expectations to avoid unnecessary time loss.
Europe ahead of Switzerland
Mandatory salary disclosure
Companies must include salary levels or ranges in their job ads or during the early stages of the hiring process.
Ban on asking for previous salaries
This aims to ensure fair negotiations, especially for candidates from underpaid backgrounds.
Access to salary information
Employees can request data on pay levels within their company to verify they are being paid fairly.
The benefits of salary transparency for everyone
Avoid time loss
Candidates know from the start whether offers match their expectations, and recruiters target genuinely interested profiles.
Reduce inequalities
Displaying salaries limits unjustified gaps and promotes fair pay.
Strengthen employer attractiveness
Transparent employers build trust with talent and enhance their employer brand.
A passive yet relevant system powered by salary transparency
While Switzerland is lagging behind, Europe is introducing rules to encourage salary transparency. However, job platforms are adapting without rethinking their overall system structure. At Licorn, we go further: recruiters share not only salary information but also working conditions, values, and other key criteria. What further sets us apart is that candidates are also required to specify their expectations.
This dual transparency creates a powerful lever to streamline the recruitment process, effectively align candidate and employer expectations, and ensure relevant matches, with no surprises during interviews.
Towards full transparency?
What about you—are you ready to make transparency a strategic advantage? Join Licorn and discover a new way to grow your career.