UK employers can legally ask job applicants about their current salary, but applicants are not required to disclose it.
Louise Rudd, a senior adviser at workplace advice service Acas, confirms there are no regulations preventing employers from asking about current or expected salary. However, she notes that if employers do ask, they should pose identical questions to all applicants to ensure fair treatment.
The #EndSalaryHistory campaign, backed by organizations including the Fawcett Society and the Recruitment and Employment Confederation, has pushed employers to stop asking salary history questions. The Fawcett Society argues that the practice perpetuates historic pay gaps linked to gender, race and disability inequality by anchoring new salaries to previous ones rather than evaluating skills, experience and performance.
The EU is moving ahead with a formal ban on salary history questions in new rules being rolled out across the bloc. The UK Cabinet Office has taken a different approach, focusing instead on requiring employers to publish salary ranges in job adverts rather than banning the question.
If an interviewer asks about your current salary, you have three main options. You can disclose the figure if you choose. You can instead share your salary expectations or outline your understanding of the market rate for the role. Or you can redirect the conversation to focus on the value you bring, your skills and experience, and what you would contribute to the organization.
Shazia Ejaz, director of campaigns at the Recruitment and Employment Confederation, recommends that jobseekers approach pay questions with "realism but also confidence." She advises candidates to research market rates for the role beforehand and be prepared to articulate the contribution they will make.
Some jobseekers consider inflating their stated salary to secure higher pay in a new role. Experts warn that lying in an interview carries significant risks that typically outweigh potential rewards.