Key findings
- 16% of 3,863 postings publish a range. US: 31%; all other countries combined: 9%.
- 57% of all ranges we found are US ranges, so global pay averages mostly describe US employers.
- Of 34 countries with at least 15 postings, 14 have no readable range at all: Greece, Portugal, Brazil, Colombia, Mexico and others.
- Where an annual range is published, it is 29% wide at the median.
02What the rules say
The pattern is consistent with where law or custom asks for a range. Our data cannot show cause.
| Jurisdiction | Rule | In short |
|---|---|---|
| European Union | Directive (EU) 2023/970 on pay transparency; Member States had to transpose it by 7 June 2026 | Employers must give candidates the initial pay or range before the interview, and may not ask about pay history. Check your country's law. |
| United States | State and city laws, among them Colorado, California, Washington and New York City | Many require a pay range in the posting for roles that could be done in the state or city. Rules differ on size and wording. |
| Canada | British Columbia and Ontario | Postings in those provinces need a range. Ontario's rule applies from 1 January 2026. |
| United Kingdom | No general duty to put a salary in a job advert | Many UK employers still publish a range because candidates expect it. |
In our data the United States shows 31% readable ranges and Canada 42%; 14 of the 34 largest countries show none.
03Region, level and mode
| Region | Postings | With a range | Share |
|---|---|---|---|
| North America | 1440 | 479 | 33% |
| Asia-Pacific | 1074 | 25 | 2% |
| Central & Eastern Europe | 385 | 41 | 11% |
| Western Europe | 381 | 26 | 7% |
| Latin America | 258 | 2 | 1% |
| UK & Ireland | 191 | 30 | 16% |
| Middle East & Africa | 107 | 1 | 1% |
| Nordics | 27 | 1 | 4% |
| Level | Postings | With a range | Share |
|---|---|---|---|
| Junior | 272 | 24 | 9% |
| Mid | 2200 | 322 | 15% |
| Senior | 830 | 159 | 19% |
| Lead | 561 | 100 | 18% |
| Mode | Postings | With a range | Share |
|---|---|---|---|
| Remote | 859 | 138 | 16% |
| Hybrid | 701 | 134 | 19% |
| On-site | 2303 | 333 | 14% |
Differences by level and mode may partly reflect country mix, because US postings supply most of the ranges.
04What to do
For candidates:
- Ask for the range in the first call. If an employer is covered by a pay transparency law, it should be able to answer.
- Compare ranges with the salary guides and the pay article before you negotiate.
- Read the width. Published ranges are 29% wide at the median; a wide range may mean the top is for a more senior hire.
For employers:
- Publish the range. It saves first calls that end on salary.
- Set the range from the level, not from the person you hope to hire.
- Keep ranges narrow enough to be honest. See how to hire a QA engineer in 14 days.
05Method and limits
Sample: 3,863 public postings harvested 20 Oct 2026 from employer career pages and public job feeds. Listings are postings, not people or confirmed openings: one role open in several cities counts several times (2,417 distinct titles across 3,863 postings). PassRidge talent-pipeline roles (149) are excluded from every statistic.
A posting is counted as publishing a range if it carries a minimum and a maximum pay figure from the employer. The legal summary is a simplification written by PassRidge Research.
The method for roles, tools and pay is documented on our salary methodology page. Spot an error? Write to [email protected].
Go deeper
Sources
- EU, Pay Transparency Directive (EU) 2023/970
- PassRidge public listing snapshot, 20 Oct 2026