Latest news with #salaryTransparency
Yahoo
03-07-2025
- Business
- Yahoo
Money Talks: 73% Say Competitive Raises Are the Key to Retaining Hospitality Talent, OysterLink Poll Finds
NEW YORK, July 3, 2025 /PRNewswire/ -- As the hospitality industry continues to grapple with high turnover and talent shortages, a new OysterLink poll reveals a clear message from professionals: pay your people well—or risk losing them. In a recent LinkedIn poll conducted by OysterLink, 73% of respondents said that competitive raises and promotions are the best way for restaurants and hotels to retain top staff. The poll, which drew responses from frontline workers, managers, and hospitality recruiters, underscores the growing importance of salary transparency and financial incentives in retention strategies. "We're hearing loud and clear that pay is still the top motivator," said Milos Eric, General Manager at OysterLink. "It's not that culture or training doesn't matter—it's that they can't make up for stagnant wages in a competitive market." Poll Results – "How Should Employers Retain Their Best Staff?" 73% – Competitive raise & promotions 18% – Career growth & upskilling 7% – Enhanced culture and benefits 2% – Accept turnover The findings come amid rising job-hopping trends in hospitality, where workers often switch jobs to accelerate their salary growth. OysterLink data shows that many frontline roles—like bartender, line cook, or front office manager—can see significant pay increases within two to four years, especially when moving between employers. While career development and culture still play a role, respondents overwhelmingly agree that pay remains the foundation of retention. Employers who fail to adjust wages risk losing their best talent to competitors who will. This poll is part of OysterLink's ongoing effort to highlight the real experiences and priorities of hospitality professionals across the U.S. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. and internationally. With job listings, including bartender jobs in New York City and chef jobs in Los Angeles, industry insights, and career resources, OysterLink helps professionals build rewarding careers in the hospitality industry. Currently, OysterLink attracts over 400,000 monthly visitors and continues to grow steadily. Media Contactpress@ View original content: SOURCE OysterLink Sign in to access your portfolio
Yahoo
24-06-2025
- Business
- Yahoo
Bleak pay reality exposed for 'desperate' Aussie jobseekers: 'Hate this'
Australian job seekers are fed up with employment ads not displaying the salary or, at the very least, the salary range. New research from Indeed found 96 per cent of people are more likely to apply for roles that contain salary information over those that don't. A further 60 per cent said pay visibility is the 'single most important aspect' of the job application process. However, recruitment expert Tammie Christofis Ballis told Yahoo Finance why the system isn't likely to change anytime soon. "It's an employer's market. They can do whatever they like because they've got the pick of the bunch," she said. RELATED Job hack helps 'in the dark' workers expose employer pay secrets Centrelink payment alert for 58,000 Aussies in caravans Young Aussie reveals $390,000 property regret after falling into common trap "A couple of years ago, the trend was companies were showing the salary, but I think now that they've got so many applicants, there are so many people in the job market and desperate for work, they can get away with paying lower and not showing the salary." Ballis said more often than not, if the salary isn't shown, it's because it's not a competitive rate. Unfortunately for job seekers, they usually only find out how much the job is paying after sending off their CV and getting approved for a first-round pay won't come up until a second or even third interview. But the Realistic Careers recruiter said job hunters should be proactive and not wait for the pay conversation to come up too far down the line. "I actually recommend my clients to ask in the first phone call," she told Yahoo Finance. "Ask at the end of the phone interview so that way you don't look like you're just there for the pay and you've had a proper professional conversation with them. "But also you want to make sure that you're not wasting your time either." Indeed's research found pay transparency is essential as Aussies battle a tough job market and cost-of-living crisis. An overwhelming 95 per cent of people surveyed by the job site said they would be more inclined to trust an employer if they were upfront about the pay. Not disclosing the salary is the number one issue when people are searching for a new role, and even listed higher than unrealistic job requirements or expectations. Just over a third of job ads currently feature information about pay, which is a big lift from the 21 per cent recorded in 2019. It can also be a win for employers if they disclose how much they're paying for a role. "Job ads that include salary details typically received 30 per cent more applications," Callam Pickering, APAC economist at Indeed, told Yahoo Finance. "Beyond just attracting applications, transparency signals that an employer is serious about fairness and open communication. "Being upfront about pay allows jobseekers to assess opportunities on a more equal footing—it saves time, builds trust, and reflects a workplace that values openness." Ballis said it's still worth sending in your application even if the salary isn't disclosed as it can be good experience going through the interview process, and you could even negotiate the salary if it's below your expectations. While some employers don't want to be upfront with how much they're paying, Ballis highlighted another reason to keep that information hidden. "When they don't advertise the salary, as much as I hate this, they're keeping in mind their current employees," she told Yahoo Finance. She said staff might come across an ad from their company that's similar or exactly the same role as theirs but the offer is much higher than they're being paid. This can cause discontent among your team and lead to much bigger problems. When companies post a job ad on the likes of SEEK, Indeed, LinkedIn and others, they can still have the salary listed within site coding, but hidden from regular viewing. Pickering said if you wanted to see if a role matched your pay expectations, you could play with the salary range settings on the job sites, and if the ad disappeared, then it meant it was out of your range. There's also a site called What's The Salary, which will do that hard work for you. If you paste a SEEK job advert link into that search engine, it will usually give you a fairly accurate pay range. "Each time a job is submitted, we query SEEK to see if it can pair the job in question with a specific salary," it said on its site. "If SEEK successfully finds a match, the tool incrementally adds $1000 to the salary until no further matches are found. The range is determined once SEEK returns a negative response." What's the Salary's mission is to provide more "transparency" in the job-hunting realm in Australia and New Zealand and it hopes by publishing salary ranges, recruiters and companies will be "more forthcoming" with the vital in retrieving data Sign in to access your portfolio Error in retrieving data
Telegraph
17-06-2025
- Business
- Telegraph
Colleagues could know your salary under Labour reforms
Employers could be forced to tell workers how much their colleagues earn under Labour reforms to boost salary transparency. Ministers are considering a raft of radical changes, including ordering firms to share salary levels, pay structures and criteria for progression with their staff. The move could also mean that employers have to inform interview candidates in advance how much a job will pay, and avoid asking them about their previous salaries. The Fawcett Society welcomed the move, but said more needed to be done, while headhunters Robert Walters UK&I said it could cause internal problems for employers. The review is being carried out by the Office for Equality and Opportunity, led by Bridget Phillipson, the Women and Equalities Minister, under plans to tackle pay discrimination and workplace harassment. The reforms include giving workers information on their pay level, and how it compares with colleagues in the same role or performing work of equal value. Firms would also be forced to provide them with information on pay, company salary structures and criteria outlining how they can progress. Job adverts could also have to outline a specific salary or range, and interview candidates would be informed in advance how much they will earn, with restrictions on asking them about their previous levels of pay. Any changes could be enforced by a new Equal Pay Regulatory and Enforcement Unit, established with the involvement of trade unions. The Government is already planning major changes to workers' rights, spearheaded by Angela Rayner, the Deputy Prime Minister. The upcoming Employment Rights Bill will make it easier for staff to request flexible working, and hand them the right to take employers to tribunal for unfair dismissal from day one, which experts warned would flood courts with spurious claims. It comes after a survey revealed that companies are planning more lay-offs after the Government raised National Insurance contributions from 13.8pc to 15pc. Accountants S&W found that a third of businesses were planning to cut staff, and 20pc already had. Penny East, chief executive of the Fawcett Society, welcomed the potential new measures, and said the Government had to do more to close the gender pay gap. She said: 'Fawcett and our members have long called for employers to stop asking questions about salary history, and for employees to have a 'right to know' what those doing equivalent work in the same company are being paid. Evidence shows us these steps will make a significant difference to the gender pay gap. 'However, there is more to be done. We look forward to a time when all economic and societal unfairness is tackled.' Liz Emerson, of the Intergenerational Foundation think tank, said: 'Too many young people are underpaid for doing the same job alongside older colleagues. You just have to look at national minimum wage rates for the under-22s to see how differently generations are treated in the workplace. 'Pay transparency can shine a light on intergenerational unfairness in the workplace.' However, Chris Eldridge, chief executive of headhunters Robert Walters UK&I, said disclosing salaries on job adverts could cause problems for employers. He said: 'Compensation for a role can vary considerably, influenced by factors such as talent competition, counteroffers and current rates of inflation. However, if current employees perceive discrepancies between advertised salaries for similar roles and their own pay, it could lead to significant internal dissatisfaction. 'This potential for internal conflict is a key reason why many employers currently avoid directly listing salaries on job listings.' A government spokesman said: 'This Government is pro-business and many businesses already go well beyond the requirements of the law in order to support pay equality. 'We are seeking to build the evidence base before deciding whether any changes in relation to pay transparency are necessary. 'By collecting evidence on how best to tackle pay disparities, we will be able to make sure that we maximise the benefits to both workers and employers.'
Yahoo
17-06-2025
- Business
- Yahoo
Employers could be forced to tell colleagues what you earn under Labour reforms
Employers could be forced to tell workers how much their colleagues earn under Labour reforms to boost salary transparency. Ministers are considering a raft of radical changes, including ordering firms to share salary levels, pay structures and criteria for progression with their staff. The move could also mean that employers have to inform interview candidates in advance how much a job will pay and avoid asking them about their previous salaries. The Fawcett Society welcomed the move, but said more needed to be done, while headhunters Robert Walters UK&I said it could cause internal problems for employers. The review is being carried out by the Office for Equality and Opportunity, led by Women and Equalities minister, Bridget Phillipson, under plans to tackle pay discrimination and workplace harassment. The reforms include giving workers information on their pay level and how it compares with colleagues in the same role or performing work of equal value. Firms would also be forced to provide them with information on pay, company salary structures and criteria outlining how they can progress. Job adverts could also have to outline a specific salary or range, and interview candidates would be informed in advance how much they will earn, with restrictions on asking them about their previous levels of pay. Any changes could be enforced by a new Equal Pay Regulatory and Enforcement Unit, established with the involvement of trade unions. The Government is already planning major changes to workers' rights, spearheaded by deputy prime minister, Angela Rayner. The upcoming Employment Rights Bill will make it easier for staff to request flexible working and hand them the right to take employers to tribunal for unfair dismissal from day one, which experts warned would flood courts with spurious claims. It comes after a survey revealed that companies are planning more layoffs after the Government hiked National Insurance contributions from 13.8pc to 15pc. Accountants S&W found that a third of businesses were planning to cut staff, and 20pc already had. Penny East, chief executive of the Fawcett Society, welcomed the potential new measures, and said the Government had to do more to close the gender pay gap. She said: 'Fawcett and our members have long called for employers to stop asking questions about salary history, and for employees to have a 'right to know' what those doing equivalent work in the same company are being paid. Evidence shows us these steps will make a significant difference to the gender pay gap. 'However, there is more to be done. We look forward to a time when all economic and societal unfairness is tackled.' Liz Emerson, of the Intergenerational Foundation think tank, said: 'Too many young people are underpaid for doing the same job alongside older colleagues. You just have to look at national minimum wage rates for the under-22s to see how differently generations are treated in the workplace. 'Pay transparency can shine a light on intergenerational unfairness in the workplace.' However, Chris Eldridge, chief executive of headhunters Robert Walters UK&I, said disclosing salaries on job adverts could cause problems for employers. He said: 'Compensation for a role can vary considerably, influenced by factors such as talent competition, counteroffers and current rates of inflation. However, if current employees perceive discrepancies between advertised salaries for similar roles and their own pay, it could lead to significant internal dissatisfaction. 'This potential for internal conflict is a key reason why many employers currently avoid directly listing salaries on job listings.' A government spokesman said: 'This Government is pro-business and many businesses already go well beyond the requirements of the law in order to support pay equality. 'We are seeking to build the evidence base before deciding whether any changes in relation to pay transparency are necessary. 'By collecting evidence on how best to tackle pay disparities, we will be able to make sure that we maximise the benefits to both workers and employers.' Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Times of Oman
24-05-2025
- Business
- Times of Oman
Know Oman: Oman's new Wage Protection Law guarantees timely salaries for private sector workers
Muscat: In a significant move to protect workers' rights and bring greater transparency to their salary payments, Oman has introduced a new mandatory system for all private sector employers. Speaking to the Times of Oman, a representative of Mohammed Ibrahim Law Firm, a leading law office in Oman, explained 'how the new Wage Protection System (WPS) will impact both companies and employees across the Sultanate. The system aims to ensure that every worker in the private sector is paid on time. Employers are now required to pay salaries directly into employees' bank accounts within 03 days after the wage period ends. This amount must match exactly what has been agreed in the employment contract,' said Dr. Mohammed Ibrahim Al Zadjali, Chairman of Mohammed Ibrahim Law Firm. Under the new system, 'the Ministry of Labour will maintain a digital record of all salary payments and monitor employer compliance. The system will not only prevent delays and the manipulation of wages but also strengthen trust between workers and their employers,' the chairman said. He added, however, not all workers are immediately included in the system, for example, if a worker has been newly hired and is still within the first 30 days of employment or if they are on unpaid leave, the employer is temporarily exempted from transferring their wage through the system. 'Similar exemptions apply to workers involved in unresolved disputes or those who have been suspended for reasons beyond the employer's control,' Al Zadjali said. Another spokesperson of the law firm said that 'to deal with unique situations not already covered, a Special Committee will be formed to assess exemption requests from companies on a case-by-case basis. Also, employers who do not follow the new wage payment rules face strict administrative penalties.' 'The introduction of WPS is a strong signal to promote fair labour practices and ensuring all workers are treated with dignity,' the spokesperson said. 'The goal is to create a workplace culture where wages are not just a number but a right that must be respected, protected, and delivered without delay.' the message is clear. In Oman, every wage matters. And now, with WPS, every payment will be watched, recorded and delivered as promised, the expert said.
