Why salary transparency could change Life Sciences recruitment

On 5 November 2026, Prime Minister Andy Burnham announced plans to introduce legislation requiring employers to include salary information in job advertisements. The proposed ‘Say What You Pay’ law follows a government consultation on pay transparency and aims to make salary disclosure standard practice across UK recruitment.

While the legislation is yet to be introduced, employers are already being encouraged to publish salary information rather than wait for the legal requirement to come into effect.

And it’s a change that could have a significant impact on both candidates and employers within UK Life Sciences.

Why salary transparency matters

Knowing what a role pays should be a fundamental part of making an informed career decision. Yet salary information remains surprisingly inconsistent across the UK jobs market.

According to the Chartered Institute of Personnel and Development (CIPD), only 41% of UK employers always publish salary ranges in external job advertisements, while just 18% always publish specific salary information.

For candidates, the absence of a salary range can create unnecessary uncertainty. It can mean spending time applying for opportunities that ultimately fall outside their financial expectations, entering interviews without knowing whether their experience is being valued appropriately, or ruling themselves out of roles because they have no indication of the potential reward.

There is also a wider equality consideration. When salaries are kept hidden, candidates without access to established professional networks or reliable market information may be at a disadvantage. Greater transparency can help address information gaps, support fairer negotiations and make it easier to identify potential pay inequalities.

The Government has specifically highlighted the potential benefits for women and young people entering the workforce, particularly those who may be less confident negotiating salaries.

What does this mean for those hiring within UK Life Sciences?

Salary transparency is not simply about adding a figure to a job advertisement. It requires employers to have a clear understanding of their remuneration structures, how roles are benchmarked and what they are genuinely prepared to pay for the right experience.

For businesses operating in specialist industries such as Pharma, Biotech and MedTech, this can be particularly important.

Salaries across life sciences can vary considerably depending on the function, seniority, geographical location, therapeutic expertise and level of technical or commercial experience required. A Regulatory Affairs Director, Medical Affairs professional or Market Access specialist, for example, may command very different salaries depending on their responsibilities, market experience and the organisation’s requirements.

Without accurate market intelligence, employers risk advertising salaries that are either uncompetitive or unnecessarily broad.

There is also a practical recruitment benefit. Being upfront about remuneration helps attract candidates whose expectations are aligned with the opportunity, reduces the likelihood of salary-related surprises further down the process and allows conversations about suitability to happen earlier.

Ultimately, greater transparency can help create a more efficient and positive recruitment experience for everyone involved.

Salary ranges need to mean something

One of the important considerations as the proposed legislation develops will be how salary information is presented within a job description or advert. Publishing a range is a positive starting point, but transparency is only useful when the information is realistic.

A salary range spanning £20,000 or more may technically provide an indication of earning potential, but it doesn’t necessarily tell candidates what an employer is realistically prepared to offer.

Employers should be able to explain where a successful candidate is likely to sit within the advertised range and what factors will influence the final package. This includes relevant experience, specialist skills, seniority and the wider benefits on offer.

Access to accurate salary benchmarking is therefore becoming increasingly valuable. Understanding current market rates allows businesses to make informed decisions about remuneration, remain competitive when attracting specialist talent and build greater consistency into their hiring strategies.

Don’t wait for legislation to make the change

Although the Government has committed to bringing forward legislation, the precise requirements and implementation timetable are still to be confirmed. However, employers don’t need to wait for the law to change before improving their recruitment practices.

Publishing realistic salary information is a straightforward step towards creating a more transparent and accessible recruitment process. It demonstrates respect for candidates’ time, supports more informed career decisions and helps establish trust from the very first interaction.

At Carrot, we understand the importance of having an accurate picture of the life sciences employment market. Through our specialist networks across Pharma, Biotech and MedTech, we provide salary benchmarking, market intelligence and recruitment expertise to help businesses make informed hiring decisions.

As expectations around pay transparency continue to evolve, one thing is clear: knowing your market value matters, and being open about what you are prepared to pay should be part of every good recruitment strategy.

Are you looking to review your salary benchmarks?

Speak to the Carrot Recruitment team about current market rates, salary benchmarking and how to position your next opportunity to attract the right talent.

Looking for your next role in Life Sciences?