Water is a basic human right…right? Well, not according to over 1,000 job listings, which advertise it as a “perk”. This finding was uncovered in a recent study, highlighting how many employers still advertise basic employment rights as perks.
Such practices have been shunned for some time, and countries worldwide are beginning to act. The European Union (EU) is among the regions where action is already underway. Its Pay Transparency Directive requires its 27 member states to implement pay transparency laws later this year.
In our latest article, we examine exactly what the recent study found and discuss the associated UK employees’ rights. We then explore the lessons employers can take from these findings, and what considerations job applicants should make.
Job Advertisements: Perks or Basic Employment Rights?
Reward Gateway, a global employee engagement platform, recently undertook a study of nearly 10,000 job listings to analyse the advertised salaries and perks. This research was prompted by the apparent rise in basic legal entitlements being advertised as “perks” and salaries not being disclosed.
Following its study, Reward Gateway highlighted how:
- A staggering 1,009 job posts referenced water as a perk,
- 553 mentioned coffee in the same bracket, and
- 336 “offered” 28 days of annual leave, despite this being the legal minimum for most full-time employees.
Among the other “perks” listed were training, snacks, and Christmas parties.
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Interestingly, not all industries behaved the same way towards basic employment rights. At one end of the spectrum, industries such as science and education referenced such perks only 4 and 20 times, respectively. Meanwhile, the training and energy sectors were leaders in this practice, each referencing “fake perks” at least an astonishing 300 times.
As for salary disclosure, Reward Gateway found that, despite many job applicants admitting they wouldn’t apply for a role without a listed salary, 30% of ads contained no such information. This time, the main perpetrators were the strategy & consultancy and estate agent sectors, with 76% and 57% of job listings in each industry, respectively, providing no salary information. Again, the education sector was better in this department, with only 8% of the industry’s advertisements failing to disclose salaries, while retail was the leader, at just 5%.
What Does the Law Say?
Currently, the UK has no specific legislation or regulations obligating employers to disclose salaries in job listings. It also doesn’t prevent them from advertising basic employment rights as perks. However, a worldwide shift is evident.
For example, the EU Pay Transparency Directive will force its 27 member states to implement some form of pay transparency laws by June 2026. While members will have some flexibility over how they implement said laws, some vital changes will be established. Among them:
- Employers will be required to disclose salary information in job adverts or, at the very latest, before first interviews, and
- They will be prohibited from asking job applicants about their current or past remuneration during the hiring process.
These measures, along with others, are hoped to curb unfair hiring practices and ensure greater clarity for candidates when applying for roles. Notably, though, while the above comprises some of the minimum requirements legislators must cover when implementing the EU’s directive, member states can go further if they wish.
While no such law currently exists in the UK, it’s important to emphasise the changing global attitude. Several US states mandate similar requirements to disclose salary ranges, and with individuals now more attuned to fair working practices, offering something similar may be wise, even if not yet required.
Employer Lessons About Legal Employment Rights
Employers in the UK may not currently feel obliged to disclose salary ranges or change how they advertise basic employment rights. After all, more than a fifth of job listings this year include basic legal entitlements as “perks.”
Despite this, it is more than just good practice to advertise salaries and perks openly and genuinely. In the current UK employment climate, where skills and talent shortages still exist, being transparent in job ads can provide a competitive edge. This is because, according to research by Jack and Grace, a B Corp-certified communications agency, “64% of people would be put off by a lack of salary transparency on job ads.”
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Consequently, by offering clear information about salary ranges and genuine perks, employers can distance themselves from practices frowned upon by potential candidates. This can lead to a wider talent pool of applicants and ensure employers hire the right people for the job. Therefore, being transparent not only helps individuals identify the right roles for them, but it also ensures more successful hires.
Basic Employment Rights: A Candidate’s Perspective
Until employers are obligated to disclose job listings more transparently, candidates in the UK will likely be kept guessing about the specifics of a role. Despite this, there are steps individuals can take to equip themselves better when applying for jobs.
- Firstly, it’s likely a good idea to become familiar with basic employment rights in the UK. In doing so, individuals can more easily navigate legal entitlements disguised as “perks” and look past marketing jargon.
- Secondly, it may be possible to learn more about a role before applying or attending an interview. Many listings disclose the hiring manager, and getting in touch could provide further clarity before making a decision.
- Finally, although some roles fail to disclose essential information, such as salary ranges, others do. Being patient and keeping an open mind can, therefore, help individuals identify suitable opportunities with transparent information.
Ultimately, until the UK adopts a similar approach to the one the EU is currently establishing, candidates will be left wading through thousands of job ads that lack clarity. Yet, with patience and perseverance, they can still find the right role for themselves.
Wrapping Up
Basic employment rights should be a given, but in many cases, they’re wrapped up as “perks”. For candidates, the good news is that attitudes are shifting worldwide, and there’s potential for this to influence UK legislation. In the meantime, though, there are steps people can take to improve their job-hunting experience.
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And while the same transparency isn’t currently required in the UK, employers should take note of the global shift. Such clarity is not only favoured by job applicants but can also help organisations secure the right talent. Therefore, transparency is not only good for candidates; it’s good for business.
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