⚠️ Legal notice
This article describes only the technical capabilities in d.vinci for capturing and displaying salary data. It does not constitute legal advice.
Please clarify with your legal department or a specialized attorney which legal requirements apply to your company, how you must meet them, and which implementation variant is right for you.
Background
Starting in June 2026, the revised Pay Transparency Act will come into effect in Germany, implementing EU Directive 2023/970. A key change: In the future, job ads/job postings must already specify the salary range.
d.vinci provides you with the technical functions to record salary details in a structured way, display them in job postings, and transmit them to job boards.
You will find all details on the legal situation, reporting obligations, deadlines, and a preparation checklist in our handout on the Pay Transparency Act 2026 attached at the bottom of this page.
More about the field Wage/Salary range and how it is displayed on job boards can be found here: What is the Wage/Salary-Range?
Proceed as follows to display information about the salary range to applicants:
1. Field schema configuration: Wage/Salary Range as required field
- Open the field schema configuration of the job opening
- Ensure that the field Wage/Salary range is displayed
- Optional: Define the option as a required field if you want to ensure consistent data entry
More on this in the article: Use the field schema of the job opening
2. Recording the salary data in the job opening
In the job opening at the field Wage/Salary Range you can enter the following information:
- Minimum value
- Maximum value
- Currency
- Payout period
You can enter either a salary range (minimum to maximum) or a single value – depending on your compensation model and legal requirements.
3. Display for applicants
Insert the placeholder {JOB_OPENING:SALARY_RANGE} or Job Opening – Salary range at the location where you want to inform applicants. Please coordinate with your legal department whether this information must be included in the job advertisement or whether it may also be communicated after the application and before the first interview in the correspondence.
- Job advertisement template (for job advertisements on the website – job boards may also take the values directly from the job opening – more about this here: What is the Wage/Salary-Range?)
- Correspondence templates (e.g. confirmation email, invitation to interview)
You define the position of the placeholder in the template according to your requirements or possible job board specifications.
4. Using the templates
Use only the corresponding templates when communicating with applicants or in job ad to ensure that the information is displayed.
5. Automatic transfer to job boards
The recorded salary data is automatically transferred to connected job boards, where it can be displayed accordingly.
⚠️ Special case for StepStone: For StepStone to display the salary information, both the minimum value and the maximum value must be entered. If only one value is entered, StepStone will not display the salary range in job postings.
Summary: Recommended steps
- Preparation: Use our handout with checklist for comprehensive preparation (see attachment on this page)
- Legal review: Coordinate with your legal department to determine which implementation is required for your company.
- Field schema configuration: In the job opening, define whether Salary range should be a required field.
- Job opening: Record salary data (value or range, currency, period)
- Templates: Insert the placeholder into job advertisement templates and/or correspondence templates
- Usage: Use the corresponding job ad template and/or correspondence templates
Frequently asked questions
Do I always have to specify a salary range?
Based on our understanding of EU Directive (EU) 2023/970, either a concrete salary value or a salary range may be provided. d.vinci supports both variants technically.
Please clarify with your legal department which variant is legally permissible or required for your company.
Must the salary information be included in the job posting, or is it sufficient to state it in the correspondence?
To our knowledge, the information may also be communicated in the applicant communication (e.g. confirmation email or before the first interview).
Please clarify the exact legal requirements for your company with your legal department.
Are there job board requirements regarding where exactly the salary information must appear?
Some job boards have their own display guidelines. Please check this directly with the job boards you use.
How are the values displayed?
The display is automatically formatted as X,XXX.XX. Examples:
- Minimum value only: "minimum 13.00 EUR gross per hour"
- Maximum value only: "maximum 15.00 EUR gross per hour"
- Min and max value: "13.00 to 15.00 EUR gross per hour"
- Identical values: "15.00 EUR gross per hour"
What happens if I delete values from the job opening?
- Job posting: The values will no longer be displayed
- Emails: In already sent correspondence, the values remain; new emails will no longer contain them
Are salary data transferred from the hiring request to the job opening?
Yes, if you complete a hiring request and create a new job opening from it, the data from the salary range fields will automatically be transferred into the job opening.