If you don't include a salary range in the job posting text, that obligation does not disappear on its own. The candidate retains the right to request that information, at the latest before the discussion about employment terms begins, and its absence can become the subject of a complaint to the competent supervisory authority in the country where the job posting was placed. There is no fixed penalty that payria.eu can name for you: the sanctions are a matter of national legislation and vary per member state.
What is certain is that the obligation to share a range has no threshold in terms of company size. It applies regardless of the number of employees, and that makes the question "what if I don't do it" more relevant than many employers think. The consequences lie less in a fine in the short term and more in how a missing range comes back in recruitment practice.
What the rule exactly requires
The thinking behind the range is that a candidate no longer has to guess what a position will bring before going to the interview. The information can be in the job posting text, but can also be shared at another time before the job interview, as long as it happens without the candidate having to explicitly ask for it. How that range looks exactly, and what sources belong to it, is something many employers wonder about; the knowledge base per topic sets that out for each situation.
What happens if the range is missing
The first consequence is usually not legal but practical: a candidate who does not find the information can still ask for it, and that often happens at a moment that is less convenient than if it had simply been in the job posting. The second consequence is that the absence of the range can be a signal for a supervisory authority or a candidate to raise the matter formally. Supervisory authorities look at whether the obligation is structurally ignored or whether it is a one-time omission, and the outcome of that is not something payria.eu can anticipate.
What we can describe is that in practice the discussion rarely focuses on the difference between what was and was not in the range, and more often on the question of whether a range was ever communicated. That makes its absence a different kind of risk than a substantive dispute: it is about a process that was or was not followed, not about the salary level itself.
Who exactly looks at it
Which supervisory authority is competent and how it acts is regulated differently per member state and is not described in the regulation itself. For the Dutch situation, that is a question for the competent supervisory authority or an employment law lawyer, not something we can answer for you. What we can show is whether your own job posting text already contains the range and how it relates to what the text prescribes; that is precisely what the vacancy check without account is for.
What this means for day-to-day recruitment
For an installation company looking to hire three people or an office hiring a new controller, in practice the main change is in the order of the process: the range must be there before the discussion about employment terms begins, not only when the candidate asks for it. That is a matter of adding a fixed step to the process of creating a job posting, not a complicated procedure. Where it more often goes wrong is with job postings that are placed via an external agency or an old template, because no one explicitly looks at that anymore.
It is also good to know that this obligation is separate from the job classification and the reporting requirement that only begins at one hundred employees. A salary range in the job posting says nothing about whether your remuneration policy as a whole is in order; it is one of the obligations without a threshold, and the others, such as the prohibition on asking about current salary, are separate from each other in the law.
What you can do with it now
On payria.eu you can free of charge and without an account check whether a job posting already contains the salary range, and in the knowledge base you will find the location in the official text for each topic. For the question of how your organisation wants to establish this structurally, including templates and reminders for changes, you can read more on the subscriptions page. For your own specific situation, a lawyer or the competent supervisory authority remains the right point of contact; we structure and flag issues, but we do not make judgments.
Do you want to know in a few minutes where your job posting texts stand? Do the free quick scan or browse the frequently asked questions about pay transparency for a broader overview of what already applies and what still needs to be adopted.