UK Job Posting Guide
Salary bands, Right-to-Work, Notice Periods and inclusive wording – everything about the British job market
Table of Contents
The UK job market has its own rules – from salary bands to notice periods
The British Job Market: Tradition Meets Modernity
The British job market is one of the most dynamic in Europe – and has developed its own set of rules post-Brexit. With over 33 million employees, it offers unique opportunities but requires understanding of local customs.
Whether you're an EU citizen looking to work in the UK or an HR professional targeting British candidates: This guide explains all the important aspects – from salary bands to Right-to-Work checks to notice periods.
British application culture is more formal than in the USA, but more pragmatic than in Germany. Understanding these cultural nuances is the key to success.
Salary Bands: Transparency as Standard
Unlike 'competitive salary' statements, British candidates increasingly expect concrete salary ranges. Since 2024, more and more companies are requiring salary bands in job postings.
Best Practices for Salary Bands:
- Concrete ranges instead of 'competitive' or 'negotiable'
- Contextualize level and location (London vs. Regions)
- List benefits separately (Pension, Private Healthcare)
- Communicate bonus structures transparently
£45k
Median Salary UK
Average full-time salary 2024
£62k
London Premium
Average in the capital
25%
Pension Match
Typical employer contribution
UK Benefits: What's Expected
Pension Contributions
Minimum 3% employer contribution (Auto-Enrolment), premium employers offer 6-10%.
Private Healthcare
Often offered as a perk, especially in London. BUPA, Vitality or AXA are common.
Holiday Entitlement
Statutory 28 days including Bank Holidays. Premium: 30-35 days.
Cycle-to-Work Scheme
Tax benefits for bicycle leasing – very popular in the UK.
Right to Work: Post-Brexit Reality
After Brexit, all employers must conduct Right-to-Work checks. For EU citizens, this typically means a work visa – the Skilled Worker Visa is most common.
Visa Categories for Professionals:
- Skilled Worker Visa: Requires sponsor + min. £26,200 salary (or going rate)
- Global Talent Visa: For exceptional talent without sponsor
- Graduate Visa: 2 years for UK graduates
- Youth Mobility Scheme: For 18-30 year olds from certain countries
Right to Work: Key Points
Sponsor License
Employers need a sponsor license to hire non-UK citizens.
Salary Threshold
£26,200 minimum or 'going rate' of the role – whichever is higher.
English Requirement
B1-level English required (proven by test or degree).
Certificate of Sponsorship
Employer issues CoS – only then can a visa be applied for.
Notice Periods: Longer Than Expected
British notice periods are often longer than in other countries. Standard is 1-3 months, with senior positions up to 6 months.
Typical Notice Periods by Level:
- Entry Level: 1 week to 1 month
- Mid-Level: 1-2 months
- Senior/Management: 3 months
- Executive/Director: 3-6 months
- C-Suite: 6-12 months
Notice Periods by Industry
| Industry | Junior | Senior | Executive |
|---|---|---|---|
| Finance/Banking | 1 month | 3 months | 6 months |
| Tech/Startups | 2 weeks | 1-2 months | 3 months |
| Legal | 1 month | 3 months | 6 months |
| Healthcare | 4 weeks | 8 weeks | 12 weeks |
| Retail | 1 week | 4 weeks | 8 weeks |
Inclusive Wording: Diversity as Standard
UK job postings place great emphasis on inclusive language. The Equality Act 2010 prohibits discrimination – and progressive employers go beyond.
Best Practices for Inclusive Wording:
- Use gender-neutral job titles ('Sales Representative' not 'Salesman')
- No age markers (avoid 'dynamic young team')
- Mention flexible working as standard
- Offer disability-friendly application processes
Do's and Don'ts for UK Job Ads
DO: Salary Range
State concrete salary range
DO: Flexible Working
Mention remote/hybrid options
DO: List Benefits
Pension, Healthcare, Holidays
DON'T: 'Competitive'
Avoid vague salary statements
DON'T: Age Markers
'Young team', 'Digital Native'
DON'T: Overqualify
Unrealistic requirement lists
The British Application Process
The UK application process is more structured than in Germany, but less formal than in Japan. It typically includes 3-5 rounds.
Typical Process Flow:
- Stage 1: CV screening (often via ATS)
- Stage 2: Phone interview with recruiter (20-30 min)
- Stage 3: Technical interview (video or on-site, 45-60 min)
- Stage 4: Panel interview or assessment centre
- Stage 5: Final interview with hiring manager/director
Process Clarity: What Candidates Expect
Timeline Communication
Clear information on process duration. Standard: 2-4 weeks.
Feedback Policy
Constructive feedback after interviews is increasingly expected.
Interview Format
Competency-based questions are standard in the UK.
Assessment Details
Inform in advance about tests, presentations or case studies.
Clarity and transparency attract better candidates. In the UK, applicants expect concrete information – from salary to process duration.
— Career Wiki Editorial
Frequently Asked Questions
Do I need a work visa for the UK?
Yes, since Brexit EU citizens need a work visa. The most common is the Skilled Worker Visa, which requires a sponsor (employer with license) and a minimum salary of £26,200.
What's the difference between CV and Resume in the UK?
In the UK, 'CV' is the standard term (not Resume as in the USA). A UK CV is typically 2 pages long and includes personal details, but no photo. The focus is on measurable achievements and competencies.
How long is the typical notice period?
It depends on seniority: Junior positions often have 1 month, mid-level 1-3 months, senior roles 3 months, and executives can have 6 months or more. This is specified in the employment contract.
Must the salary be stated in the job posting?
Not legally required, but increasingly expected. Job postings with salary information receive up to 30% more applications. 'Competitive salary' is perceived as a red flag.
What does 'Right to Work' check mean?
Every employer in the UK must verify before employment starts that an applicant can legally work in the UK. This is done by checking passport, visa or Share Code. Violations can result in £20,000 fines.
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