How to prepare for Pay Transparency

Why Northern Ireland employers should start planning now

For years, “Competitive Salary” has been one of the most common phrases in recruitment advertising. It has allowed employers flexibility, enabled negotiation and, in some cases, hidden significant differences in pay for similar roles.

This era is coming to an end and soon!

The UK Government is consulting on new pay transparency measures that could require employers to advertise salary ranges, provide pay information earlier in the recruitment process and remove questions around salary history. While the legislation is still being developed, the direction of travel is clear: transparency is becoming the new standard.

Although Northern Ireland has its own employment legislation, many of the medium to large local employers recruit across the UK and Ireland. It is highly likely that national businesses will adopt a consistent approach across all locations rather than operate different recruitment processes in Belfast, Birmingham and Glasgow.

The question is no longer if employers should prepare.

It’s when.

When could the changes happen?

Nothing changes overnight, especially in Northern Ireland (Sorry I could not resist). The UK Government’s consultation is expected to conclude later this year, followed by draft legislation and implementation guidance. A realistic timeline looks like this:

• Summer/Autumn 2026 – Consultation concludes.
• Late 2026 / Early 2027 – Government publishes its response.
• During 2027 – Legislation and implementation guidance expected.
• 2027–2028 – Employers begin operating under the new requirements.

That might feel some distance away, but organisations that prepare early will avoid being forced into reactive decisions around pay, recruitment and retention.

Why this matters more than compliance

Many organisations see pay transparency as another regulatory hurdle.  At Abacus ee think it represents something much bigger. It changes how employers compete for talent.

Historically, businesses have differentiated themselves by their reputation, culture and medium/long term opportunities, while leaving salary discussions until later in the recruitment process.  Going forward, salary will become one of the first comparisons candidates make. That means local employers won’t simply be competing against the business next door. They’ll increasingly compete against employers across the UK.

At the same time, the competition for skilled finance professionals remains intense. REC labour market reports continue to highlight shortages across professional and technical occupations, while CIPD research consistently shows that attracting and retaining skilled employees remains one of employers’ biggest workforce challenges. Closer to home, Northern Ireland continues to experience high employment levels and a relatively tight labour market, meaning experienced accountants, finance managers and associated professionals often have multiple opportunities available.

Pay transparency won’t create these market pressures—but it will make them far more visible.

The biggest challenge: Remote UK salaries versus office-based Northern Ireland roles

This may become one of the biggest recruitment challenges facing employers in Northern Ireland.  Imagine two Finance Manager opportunities like the below competing for the same talent:

Employer A

• Belfast office
• £58,000 Basic Salary + Benefits
• Three days in the office

Employer B

• London-based organisation
• Fully remote role
• £72,000 Basic Salary + Benefits

Five years ago these organisations were recruiting from largely separate talent pools.  Today they may be interviewing exactly the same candidate. If you were this Finance Manager, which role would you apply for ?

Finance professionals can increasingly work remotely for employers anywhere in the UK, and published salary ranges will make those comparisons immediate and transparent.  Northern Ireland businesses won’t always be able—or need—to match London salaries.  However, they will need a compelling reason why someone should choose them instead.

Salary is only one part of the offer

The employers that continue to attract the strongest finance professionals will think beyond basic salary.  Candidates increasingly evaluate the complete employment proposition, including:

• Hybrid working with meaningful collaboration.
• High-quality leadership and mentoring.
• Clear promotion pathways.
• Professional qualification support.
• Performance-related bonuses.
• Enhanced pension contributions.
• Private healthcare.
• Additional annual leave.
• Family-friendly policies.
• Investment in technology and AI tools.
• Flexible working arrangements.

This is supported by the latest CIPD Good Work Index, which shows employees increasingly value flexibility, career development, wellbeing and quality of management alongside pay when deciding whether to join—or remain with—an employer.

A transparent salary simply encourages employers to communicate the full value of what they offer.

Office attendance now needs a purpose

One interesting consequence of pay transparency is that employees will increasingly question why they’re travelling to the office.  If a remote role pays more, employers need to demonstrate the value of being together.  Successful organisations are already focusing on creating workplaces that people want to attend rather than feel obliged to attend.

That includes:

• Better collaboration spaces.
• Coaching and mentoring.
• Team learning.
• Social interaction.
• Innovation workshops.
• Career development opportunities.
• Access to senior leadership.

The office becomes an experience rather than simply a location.

What steps should employers take now?

Even before legislation arrives, there are practical steps organisations can take.

1. Review salary benchmarking

Understand where your salaries sit within the Northern Ireland market. Are they competitive? Where are the gaps?

2. Create realistic salary bands

Avoid overly broad ranges. Candidates expect genuine transparency, not uncertainty.

3. Review internal pay consistency

If a newly hired Finance Manager is advertised at a higher salary than an existing employee performing the same role, questions are inevitable. Now is the time to identify any inconsistencies.

4. Strengthen your Employee Value Proposition (EVP)

If your salary sits below the highest-paying employers, can you compete through flexibility, culture, development and leadership? Often the answer is yes.

5. Prepare hiring managers

Recruitment conversations will need to evolve. Rather than asking candidates about previous salary, managers should become comfortable discussing market rates, salary expectations and the wider value of joining the organisation.  They will only feel comfortable doing so if the practice is lived internally.

What does this mean for when speaking with recruiters?

Firstly, you now need a very trusting relationship with your recruitment partner. At Abacus, our recruiters are having salary conversations early in the hiring process. Clients are increasingly asking these questions before going to market:

• “What should we be paying?”
• “Will this salary attract the right people?”
• “How do we compare against competitors?”
• “Can we recruit at this level?”

These answers require live market intelligence. Many businesses are now well aware of the pitfalls associated with going to the market without the correct offering.

Final thoughts

Pay transparency is unlikely to be remembered simply as another piece of employment legislation.  It represents a significant shift in how organisations compete for talent.

For Northern Ireland employers, the challenge won’t simply be publishing salaries. It will be creating employment propositions that can compete in a market where candidates can compare opportunities across Belfast, Dublin, Manchester and London in seconds. The organisations that prepare now—by reviewing salaries, strengthening their benefits, investing in their culture and clearly communicating the value of working for them—will be in the strongest position when the legislation arrives.

How Abacus Careers can help

At Abacus Careers, we speak to finance professionals and employers across Northern Ireland every day. That gives us real-time insight into salary expectations, hiring trends and the factors influencing career decisions.

Whether you’re reviewing your salary bands, planning future recruitment or preparing for greater pay transparency, our team can help you make informed decisions based on current market intelligence—not assumptions.

Review our latest Salary Guides on Abacus Careers to benchmark your offering against the Northern Ireland market, or contact one of our specialist consultants for a confidential discussion about your hiring plans and how your organisation compares with the competition.

Preparing now won’t just help you comply with future legislation—it will help you become an employer of choice in an increasingly transparent and competitive talent market.