Job adverts for estate agents are among the least transparent when it comes to pay, it has been revealed.

New research reveals that many listings fail to include salary details, while others advertised wide pay ranges.

The study of 9,646 job adverts by the employee experience platform Reward Gateway and Edenred found that estate agency was one of the sectors most likely to omit salary information altogether.

A total of 154 listings in the study did not disclose pay at all.

Adverts without salaries

Only the strategy and consultancy, and manufacturing industries recorded higher numbers of adverts without salary details.

The findings also suggested that estate agency roles typically feature the widest advertised salary bands of any sector.

There is an average gap of £43,274 between the lowest and highest figures listed in job adverts.

Commission-driven nature

It reflects the commission-driven nature of estate agents’ pay, according to researchers.

They claimed that earnings can vary significantly between individuals in the same role, depending on performance, experience and deal flow.

Across the UK, estate agency earnings can range from around £15,000 to more than £90,000.

The study found that while 53% of job adverts include a salary range, 17% list a fixed salary and around 30% provide no pay information at all.

The study shows almost one in five job adverts describe at least one legal or baseline entitlement as a “perk.”

It’s surprising that nearly one in five job ads still promote basic legal entitlements as perks, with 30% of adverts providing no pay information.”

Chris Britton, people experience director at Reward Gateway and Edenred, said: “It’s surprising that nearly one in five job ads still promote basic legal entitlements as perks and that salary transparency remains limited, with 30% of adverts providing no pay information.

“However, improving transparency is vital to helping both employers and employees. It enables candidates to make informed career decisions, while helping businesses attract and retain top talent.

“Businesses should prioritise delivering meaningful benefits that support financial, physical, and emotional well-being, rather than repackaging minimal offerings to make roles appear more attractive”.