Salary Transparency in the IT Industry: What Employees Want vs What Companies Offer

In today’s IT job market, transparency is no longer a buzzword—it’s a necessity. Salary transparency is becoming one of the top priorities for tech professionals when choosing an employer. And yet, many companies still hesitate to fully embrace open salary policies.

This article explores what IT employees expect when it comes to pay transparency, why this topic is gaining momentum, and how companies can respond without risking internal tension or talent loss.

Why Are IT Professionals Demanding More Transparency?

The answer is simple: fairness and clarity.

In a sector known for rapid innovation and high demand for skilled professionals, workers want to understand how their pay compares to their peers, and what they need to do to grow financially. A recent study from Serbia shows that nearly 40% of IT employees are considering changing jobs, and unclear salary structures are one of the key drivers behind this trend.

Employees want:

• Clear criteria for raises and promotions

• Insight into how their salary compares to industry benchmarks

• Open discussions around compensation policies

And most importantly: they want to feel valued and treated fairly.

What Are Companies Afraid Of?

Despite the demand, many companies still hesitate to publish salary ranges or explain their pay structure. Common concerns include:

• Causing internal conflict if discrepancies are revealed

• Losing flexibility during negotiations

• Exposing gaps in pay equity

But avoiding transparency can often do more harm than good. Lack of clarity breeds distrust—and when talented developers or engineers feel underappreciated, they won’t hesitate to look elsewhere.

What Does “Transparency” Really Mean?

It’s not always about publishing exact numbers. Transparency can start with small but meaningful changes:

• Sharing salary bands for each role

• Explaining how raises and bonuses are determined

• Including ranges in job ads, even if approximate

Companies that communicate openly—even without full disclosure—build trust and set realistic expectations. It’s not about eliminating nuance, but about reducing uncertainty.

Can Transparency Improve Retention?

Yes, and here’s why: when employees understand how compensation decisions are made, they’re more likely to stay, even if the pay isn’t the highest on the market.

Transparency signals stability, fairness, and a healthy company culture. Combined with other key benefits—such as flexible work, career development opportunities, and mental health support—it becomes a powerful tool for talent retention.

How to Start the Conversation

Not sure where to begin? Here are a few actionable steps:

1. Audit your internal compensation structure – identify inconsistencies before they become a problem

2. Train managers – they need to feel confident discussing pay with their teams

3. Be honest – if your policies aren’t perfect yet, say so, and show how you’re improving

4. Ask for feedback – involve employees in building a fair and transparent model

In a time where skilled tech professionals are more mobile than ever, transparency is not a risk—it’s a strategic advantage. Companies that take proactive steps toward open communication are more likely to attract and retain top talent in the long run.

Want to learn more about building strong, motivated teams? 👉 Read also: How to Build a Strong Team: Tips for Managers