SHORT ANSWER
Treat a missing salary as an unknown, not a low number. Work out which award or agreement is likely to cover the role, set your own walk-away figure, and compare like with like using similar ads that do list pay. If pay could change your decision, ask early, before you spend hours on the application.
Many job ads leave salary out. The ad does not tell you why, and there are several possible reasons, such as unpublished pay bands or a wide range. None of them tell you the number is bad.
What a missing salary does and does not tell you
- It does not mean the pay is below market.
- It does mean you cannot yet judge whether the role fits your life, so that part of the decision stays open.
Understand the legal minimum, and its limits
The Fair Work Ombudsman explains that job ads can’t advertise pay below an employee’s minimum entitlements under the Fair Work Act or an applicable award or enterprise agreement. Which minimum applies depends on coverage: the industry, the occupation, and any agreement in place. Its Pay and Conditions Tool can help you check award rates for a classification.
A legal minimum is a floor, not evidence of what this employer will offer or whether it meets your needs. For many professional roles the market rate sits well above any minimum, so treat it as context rather than an answer.
Decide your walk-away number
Before you ask anyone, write down the figure below which you would not accept the role. Be explicit about what it includes: base salary, superannuation, and any bonus or other package items. “$140k” can mean base plus super or a total package, and the difference matters.
Compare like with like
Look for the same or a similar title at comparable employers, in the same city, where the ad lists pay. Note whether each figure is base, base plus super, or package, and convert them to one basis before comparing. Two or three genuine comparisons are more useful than one survey figure.
To estimate base from a package figure, first subtract any non-super items the package includes (a car allowance, for example). Only then divide what is left by one plus the super rate: base ≈ (package − non-super items) ÷ (1 + super rate). Use the current rate from the ATO super guarantee rates, and treat the result as an estimate: not every package amount is salary that super is calculated on, and some employers pay above the minimum rate. Confirm the split when you ask.
How and when to ask
If pay could rule the role out, ask before you write the application. A short, neutral message works:
“Before I apply, could you share the salary range for this role, and whether it is base or including super? I want to make sure we are aligned.”
If they will not share a range, that is information too. You can decide how much effort the role deserves with that unknown still open.
A worked example (fictional)
A fictional Adelaide software company advertises a Commercial Manager with no salary. The candidate’s walk-away figure is $140k base plus super. Two comparable Adelaide ads list $130k–$150k base plus super and $155k–$170k package including super; on a base basis the second is roughly in line with the first. The role is interesting, so pay is the decisive unknown. They ask the recruiter, hear $150k–$165k base plus super, and then tailor the application.
For the wider decision, see how to decide if a job is worth applying for.