New research from people2people Recruitment shows that 70% of employees believe companies should make all salaries publicly visible internally. The research also found that most employees believe salary secrecy benefits employers more than anyone else. More than half (70%) said employers are the main winners when pay is kept hidden, compared with only 12% who pointed to senior staff, 10% to HR, and just 9% who felt employees themselves benefit.
Key findings reveal a strong appetite for transparency among younger workers
- Millennials and Gen Z are most in favour (80%), compared to Gen X (68%) and Baby Boomers (63%).
- 21% believe only salary ranges should be shared, not exact figures.
Suhini Wijayasinghe, Head of HR Solutions at people2people Recruitment, says the generational divide is clear: “The younger workforce sees pay transparency as a fairness. They’re also far more open about pay in practice – six in ten Millennials and Gen Z say they’ve already shared their salary with colleagues, and most are comfortable being asked directly what they earn. For Baby Boomers and Gen X, those conversations remain less common, with only three in ten willing to share this information with close colleagues.”
Suhini Wijayasinghe says comfort levels also differ sharply across generations when it comes to discussing pay. “When asked how they’d feel if a colleague directly questioned them about their salary, half of employees said they’d be fine with it, but nearly two-thirds of Millennials and Gen Z are comfortable having that conversation, compared with less than half of Gen X and under 40% of Baby Boomers. Older generations are also more likely to feel awkward or even offended.”
Salary transparency also influences how workers respond to pay inequity
- 43% of employees say they would start job hunting if they discovered a less competent colleague earns more.
- 27% would talk to their boss, 19% would stay quiet, and 13% would chat with colleagues.
- Gen X and Baby Boomers are most likely to look for another job (44%), compared with 36% of Millennials/Gen Z, who are more likely to talk it over with peers (14% vs 10%).
Suhini says the stakes are high: “For employers, the real challenge is not just whether to share salaries, but whether their pay structures can stand up to that level of scrutiny. Transparency without equity will only backfire.”
Should companies share salaries?
Salary transparency has clear upsides – from promoting equity and trust to reducing the risk of pay discrimination – but it also comes with potential downsides such as resentment or disengagement if inequities are exposed. Suhini says, “Employees are increasingly expecting openness, and if organisations don’t adapt, they risk losing talent.
Businesses considering salary transparency must first ensure pay is fair, consistent, and justifiable across the board. Transparency without equity will only backfire.”
