In today’s hiring landscape-especially at the executive level-organisations cannot afford practices that undermine trust, equity, or candidate experience. Yet one outdated habit persists across industries: asking candidates to provide recent payslips during the offer stage.
While often justified to “verify” salary or benchmark an offer, this approach is increasingly recognised as poor practice. It creates inequities, damages employer reputation, and ultimately prevents businesses from securing the talent they want.
Below, JMR Global CEO Jo MacDonald explains why requesting payslips is harmful and what progressive employers should be doing instead.
- It Embeds Historical Pay Inequality into Future Roles
Linking a new salary to someone’s previous pay risks carrying past inequities forward. This especially affects candidates from underrepresented groups, who statistically receive lower compensation even when equally qualified.
When employers anchor offers to what someone used to earn, they are unintentionally:
- Reinforce gender and ethnicity pay gaps
- Penalise candidates who were previously underpaid due to sector, geography, negotiation confidence, or organisational constraints
- Limit their ability to attract senior talent who expect market-aligned offers
Simply put, previous pay is not a proxy for value-and shouldn’t be treated as one.
- It Creates Anchoring Bias and Unfair Negotiation Dynamics
Revealing salary history sets a psychological “anchor” that shapes the entire negotiation. Even well-intentioned employers can end up framing the offer around that figure, rather than assessing:
- The role’s responsibility level
- Market benchmarks
- Internal pay structures
- The candidate’s proven impact
Candidates often describe this as “negotiating against themselves,” and research shows they’re right. Once an anchor is set, it’s incredibly difficult to move beyond it -usually to the candidate’s detriment.
- It Violates Candidate Privacy and Can Breach Confidentiality
Payslips contain sensitive personal data, including:
- Tax codes
- National Insurance numbers
- Pension contributions
- Bonus structures
- Employer financial information
Under UK GDPR, employers have a responsibility to avoid unnecessary handling of confidential data. Many candidates believe - and rightly so - that this information is strictly between themselves and their current employer.
In an era of increasing pay transparency legislation, asking for payslips is viewed by many professionals as intrusive and inappropriate.
- It Suggests Poor Organisational Culture
Requiring payslips sends unintended messages, such as:
- “We don’t trust you.”
- “We want to pay as little as possible.”
- “We prefer negotiation tactics over structured compensation.”
High-calibre candidates often withdraw from processes when asked for payslips, interpreting it as a red flag about how the company treats employees.
Several recruiters and candidate communities publicly advise jobseekers to walk away from employers who insist on this practice. In other words, you’re not only harming equity - but you’re also harming your talent brand.
- It’s Being Phased Out by Legislation Globally
Countries across Europe and the U.S. are implementing salary history bans, making it illegal to ask candidates what they previously earned. While the UK has not yet adopted a formal ban, it is actively considering similar measures as part of broader pay transparency reforms.
Leading UK bodies - including the Recruitment & Employment Confederation - have already called for employers to stop requesting payslips.
Forward-thinking organisations are getting ahead of the curve now.
So, What Should Employers Do Instead?
JMR Global recommends several best-practice alternatives that maintain fairness, data privacy, and strong candidate relationships.
- Use Market-Based Compensation
Base salaries on:
- Industry data
- Role level and responsibility
- Geography
- Internal benchmarking
This ensures fairness and competitiveness.
- Implement Clear Salary Bands
Structured, transparent pay ranges:
- Protect internal equity
- Support objective decision-making
- Reduce reliance on negotiation skills
- Eliminate arbitrary or inconsistent compensation
- Evaluate Candidates on Skills, Not Salary History
Assess:
- Capability
- Cultural contribution
- Leadership experience
- Technical competencies
This shifts hiring decisions to what truly matters: future performance.
- Verify Employment, Not Earnings
If required, background checks can confirm:
- Dates of employment
- Job titles
- Responsibilities
All without intruding into personal financial information.
- Share the Salary Range Upfront
This promotes transparency and encourages open, honest conversations about expectations. It positions the employer as mature, modern, and respectful of candidates.
How Candidates Should Respond to Payslip Requests
If candidates encounter this request, JMR advise they:
- Politely decline and explain their preference for market-based conversations
- Redirect by asking for the budgeted range
- Protect their privacy by referencing confidentiality obligations
- Evaluate the cultural fit if the employer insists
- Focus on expectations, not history, if numbers must be discussed
The Bottom Line
Requesting payslips at the offer stage is more than an outdated habit - it creates inequities, erodes trust, and risks losing exceptional talent.
Modern recruitment focuses on:
- Transparency
- Fairness
- Skills-based evaluation
- Market-driven compensation
Employers who embrace these principles not only make better hiring decisions - they also strengthen their employer brand and attract the leaders they need.