Manpower Pay Transparency Report: 81% of Respondents Prefer Job Ads That Include a Salary Range

Croatian employees and job candidates support greater pay transparency, yet many still lack sufficient information to assess whether their salaries are determined fairly. These are some of the findings from the latest Manpower Croatia survey exploring attitudes towards pay transparency and pay fairness.

The Croatian part of the survey included 508 respondents, as part of a regional study involving a total of 2,676 participants from Croatia, Bulgaria, Hungary, Romania, and Slovenia. The Croatian sample includes 337 respondents with complete demographic data, with women more strongly represented than men. The findings should therefore be interpreted as indicative of the surveyed population.

Support for pay transparency exists, but awareness of the Directive remains limited

52% of Croatian respondents agree that transparency leads to fairer pay decisions. At the same time, 18% have never heard of the EU Pay Transparency Directive, while only 32% are familiar with its details.

There is also a noticeable gap between support for transparency and perceptions of fairness in the workplace. Only 32% of respondents believe that employees performing work of equal value receive equal or similar pay, while 21% do not know whether the principle of equal pay is applied within their organisation.

Pay transparency is an important factor when choosing an employer

As many as 81% of respondents would prefer to apply for a job that includes a salary range. Information about the gender pay gap can also play an important role, with 74% stating that such information could influence their decision to apply.

The findings suggest that pay transparency can represent an important advantage in attracting candidates, rather than simply being an upcoming regulatory obligation.

How this information is communicated also matters. For 35.4% of respondents, the decision to apply depends on the explanation provided for the gender pay gap.

Employees know how much they earn, but not how their pay is determined

While 87% of employees know their exact salary, only 28% know the salary range for their position, and the same proportion (28%) understand the criteria used to determine their pay. Just 26% know how their salary compares with that of other employees.

At the same time, discussions about pay are already taking place in the workplace. 57% of respondents discuss their salaries with colleagues, primarily within a close circle rather than openly across the organisation.

What does fair pay mean to employees?

Croatian respondents consider formal qualifications and individual performance important factors in determining fair pay. Formal qualifications are most frequently ranked as the fairest criterion, while job performance stands out when considering the weighted average. Length of service within the company is considered the least important factor.

The findings also show that employees do not view salary in isolation from the overall employment offering. Long-term career development opportunities, promotion prospects, and flexible working conditions can partially compensate for a lower starting salary.

Nevertheless, 35.6% of Croatian respondents state that nothing would persuade them to accept a salary below the average, while 61% would consider doing so under certain conditions. Compared with respondents in the other countries included in the survey, Croatian participants demonstrate a lower willingness to compromise when it comes to salary levels.

The research suggests that while support for pay transparency exists, employees often lack information about how salaries are determined. For employers, the challenge is therefore not only to make more information available, but also to clearly communicate the criteria behind pay decisions.

As the implementation of the EU Pay Transparency Directive approaches, the findings highlight that this issue extends beyond regulatory requirements. Clearer communication about salaries and the criteria behind them could become an increasingly important part of building employee trust and attracting candidates.

Explore more survey findings and download the full report HERE!