Hiring • 7 MIN READ
Job Posting Requirements: What HR Must Include and Why
JUN 2, 2026
Legal requirements for job postings are evolving rapidly. Here is what you must include, what you should include, and what to avoid.
Legal requirements for job postings
In the UK, job advertisements must not discriminate on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. This means that requirements which effectively exclude protected groups without genuine justification are unlawful, whether explicit (seeking a 'young, energetic candidate') or implicit (requiring a qualification level that is not genuinely necessary for the role). In EU member states covered by the Pay Transparency Directive, salary ranges must be included in job adverts. The UK does not yet mandate salary disclosure but employment tribunals have held that omitting salary can contribute to discriminatory pay practices.
What best practice looks like
Best-practice job postings include: a realistic job title that matches market terminology, a salary range disclosed upfront, the working pattern and location (remote, hybrid, or fully in-person), a concise description of the role's primary purpose and its first-year outcomes, a realistic list of essential requirements (no more than six), and a brief description of the team and culture. Include a statement welcoming applications from underrepresented groups and describing any reasonable adjustments available for the interview process. Avoid jargon, internal acronyms, and requirements that are not genuinely necessary for the role.
