Should employers be banned from asking candidates about their previous salary?

The Equality and Human Rights Commission (EHRC) believes they should and it’s an important conversation for employers to be having.

Pay transparency and fair recruitment: why employers should review their salary practices as proposed equal pay reforms develop.

The EHRC has called on the Government to go further with its proposed equal pay reforms, including preventing employers from asking job applicants about their salary history or expectations.

Why? Because previous pay can reflect existing inequalities. If a candidate has been underpaid in a previous role, using that salary to determine their next offer could mean that inequality follows them throughout their career.

The proposals also include greater pay transparency, with plans for salaries to be published in job adverts.

What could this mean for employers?

While these measures are proposals rather than rules currently in force, they provide a good opportunity for businesses to review their recruitment and pay practices.

Here are three things employers can consider now:

✅ Review your recruitment process – Focus on a candidate’s skills, experience and suitability for the role, rather than their previous earnings.

✅ Establish clear salary ranges – Set pay based on the responsibilities of the role, relevant experience and your organisation’s pay structure.

✅ Check for pay consistency – Regularly review salaries across comparable roles to identify potential inconsistencies and address any unjustified differences.

Pay transparency isn’t just about compliance. It can also help build trust, support fairer recruitment and strengthen your reputation as an employer.

At Tick HR Solutions, we know that keeping up with changing employment legislation can feel challenging. Taking practical steps now can help your business prepare for future changes and develop fair, consistent HR practices.

💬 What do you think? Should employers be prevented from asking candidates about their previous salary, or should this remain part of the recruitment conversation?