It is not illegal for a recruiter to ask about your salary in the UK. However, there are some ethical considerations and legal frameworks surrounding this practice.
What the Law Says
- Equality Act 2010: This law prohibits discrimination based on protected characteristics like gender, race, religion, and disability. It does not explicitly address salary history questions.
- General Data Protection Regulation (GDPR): While GDPR focuses on data protection, it doesn't directly address salary history questions. However, it emphasizes transparency and data minimization, suggesting that recruiters should only ask for information relevant to the job role.
- Transparency of Terms (Conditions of Employment) Regulations 2014: This regulation mandates employers to provide certain information about the job, including salary, during the recruitment process.
Ethical Considerations
- Fairness and Equality: Asking about salary history can perpetuate wage gaps by anchoring future salaries to past, potentially discriminatory, pay levels.
- Transparency and Trust: Recruiters should be upfront about their salary expectations and provide a clear salary range for the position.
Best Practices
- Focus on the Job: Recruiters should focus on the candidate's skills, experience, and qualifications rather than their salary history.
- Transparency and Communication: Be upfront about salary expectations and provide a clear salary range for the position.
- Fairness and Equality: Ensure that salary discussions are conducted in a fair and equitable manner, considering the job requirements and market rates.
While it's not illegal for recruiters to ask about your salary, it's important to understand the ethical implications and legal frameworks surrounding this practice.
