Manpower Pay transparency report: 81% of respondents prefer job ads that include a salary range

Bulgarian employees and candidates support greater pay transparency, yet many still lack enough information to assess whether their own pay is fair. These are among the findings of Manpower Bulgaria’s latest survey exploring attitudes towards pay transparency and fair pay.

The survey was conducted in Q1 and Q2 of 2026 as part of a regional study involving 2,676 respondents from Bulgaria, Croatia, Hungary, Romania and Slovenia. In Bulgaria, 825 people took part. Participation was voluntary and the Bulgarian sample is not nationally representative, with women significantly overrepresented among respondents. 

Strong support for transparency, but low awareness

63% of Bulgarian respondents believe that pay transparency leads to fairer pay decisions. At the same time, 30% have never heard of the EU Pay Transparency Directive, with Bulgaria showing the lowest level of awareness among the five participating markets.

There is also a gap between support for transparency and perceptions of fairness in the workplace. Only 37% believe that employees performing work of equal value receive equal or similar pay, while 31% are unable to say whether this is the case. 

Transparency is becoming a factor in employer choice

81% of respondents would prefer to apply for a job where the salary range is included in the job advertisement. Information about an employer’s gender pay gap could also matter, with 70% saying it may influence their decision to apply.

The findings suggest that pay transparency is increasingly becoming a factor in attracting candidates, rather than simply an upcoming regulatory requirement. 

Employees know their salary, but not how it is determined

80% of respondents know their exact salary, but only 24% know the salary range for their role and 22% are familiar with the criteria used to determine their pay.

At the same time, salary conversations are already taking place in the workplace. 52% say they discuss their pay with colleagues, although mostly informally and within a close circle. 

What does fair pay mean to employees?

For Bulgarian respondents, qualifications and performance are among the most important factors in determining fair pay, while length of service with the company carries considerably less weight.

The findings also show that pay is not considered in isolation from the overall employment offer. Development opportunities, long-term career prospects and flexible working conditions can help compensate for lower starting pay. Still, 31% of Bulgarian respondents say that nothing would persuade them to accept pay below their expectations. 

“The survey suggests that employees are open to greater transparency, but they also expect organisations to explain how pay decisions are made,” said Plamen Makaveev, Country manager of Manpower Bulgaria “The biggest challenge for employers may not be publishing more information, but building confidence that pay decisions are based on fair and objective principles.”

As the implementation of the EU Pay Transparency Directive approaches, the findings suggest that the topic goes beyond regulatory requirements. Clearer communication around pay and the criteria behind it could become an increasingly important part of building employee trust and attracting candidates.

Explore more findings from the survey and download the report here:https://ixidmw5t.sibpages.com/