A new person joins the team doing a similar job to you and you learn that they're earning more than you.  They may have told you this or you may have seen the salary indicated in the job ad. Employers can no longer restrict employees from discussing salaries. And it's also a fact that men generally negotiate higher salaries than women.
 
So now you know that your new colleague earns more than you and, to add insult to injury, your boss has asked you to train them!  You feel aggrieved and rightly so.​
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​Although in the UK we have the Equality Act - which incorporates the provisions of the Equal Pay Act 1970 - equal pay for equal work - it's very hard to determine whether or not a job is "equal".  So you must do your research. 

​Gather the facts based on salaries both in your workplace and in the marketplace across broadly similar roles - not just in terms of duties performed on a day-to-day basis, but also additional responsibilities such as leading teams.  Jobs are not always equal, regardless of job titles.​

More often than not, your boss will come back at you with a list of reasons why it's not possible to give you a pay rise:

• The Company's isn't performing well
• The Company just lost a major customer
• The Company's expansion plans need lots of investment
• The Company only reviews salaries in January
• Your colleague is better qualified than you (to do the same job)
• Your colleague has more experience than you (but is doing the same job)

This is where assertiveness comes in and it's the single most important thing I learned at a training seminar as part of a course that I studied with the Open University.  On my return to work I immediately asked for a salary increase based on this technique and I got one - a substantial one at that! 
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Here's what you don't do...  You do not debate the points your boss just made. Instead you must 

Say you appreciate the points made but this doesn't alter the fact that you are doing the same job but being underpaid and undervalued, and you are seeking parity with your colleague and/or market rates for similar roles. 

There's always the possibility that the lack of parity is simply an oversight and your boss might agree immediately. They might even agree to backdate it - indeed, there's no harm in asking for any pay rise to be backdated.
 
Alternatively, they may say they need time to consider your request - perhaps they need to discuss it with someone senior or with the HR department. You must allow time for them to do so.

​Before the meeting ends, try to fix a date to review your request - one week, two weeks. Try to be definitive and not open-ended.  This needs to be resolved.
 
After the meeting send your boss a brief email thanking them for their time today and for considering your request. And say you look forward to hearing back from them by  [agreed day or date].

You might not get everything you ask for immediately - perhaps they'll suggest incremental increases over, say, one year.  Or you may be able to negotiate training sponsorship, increased car allowance or some other benefit in kind.  Consider beforehand what you're prepared to settle for.  That way you won't make rash compromises during the meeting.

​At all times remain calm, polite and reasonable.  Don't let the meeting escalate into a debate or heated argument. This is a business meeting, a negotiation, so don't be confrontational.


© Barbara Patrick at Compelling CVs
Career, Job Search and Employability Coach, CV Writer, LinkedIn Profile Writer, LinkedIn Trainer
 
Get in touch if you need help with any aspect of your job search. I'm always happy to talk.
Email: mail @ compellingcvs.co.uk
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One of my pet hates when helping clients in their job search is the distinct lack of transparency regarding salaries.  Job advertisements invariably invite you to click the "Apply Now" button and you're expected to upload a targeted CV, cover letter and perhaps answer detailed competency questions - all before you even know whether the job is in your salary range.

Another of my pet hates is when employers ask you to specify your salary expectations.  Why?  Is it so that they can save money if your expectation is lower than theirs?

To compound it further, candidates then expend considerable effort preparing for interviews where they are still kept in the dark on salary level.  Certainly in the UK, it's not considered de rigueur to raise the important issue of salary during the first interview; it's something you discuss at second interview or, worse, you wait until they make an offer.  So you could go to a huge amount of time and effort only to learn, ultimately, that the salary is not even in your ball park.

In my opinion, this lack of transparency contributes to pay inequality - especially since there is a general consensus that women often underestimate their value and ask for less than men. 

So, instead of the government pushing for audits to establish disparities in remuneration, why don't they push for transparency in job advertisements with salary levels being disclosed at all levels?  If they could just do this simple thing, which would take no effort at all, it would save candidates, recruiters and employers from wasting time reviewing applications and conducting interviews when they're all on different pages anyway.

Salary transparency... let's have more of it please.

Barbara Patrick, Professional CV Writer and Career Coach
Compelling CVs, Berkshire, UK

To set up a call, please email: mail @ compellingcvs.co.uk

Always happy to talk.

Are you in a position to ask for a pay rise?

For a long time I've believed that salaries are falling in real terms.

With the dire job market and the current UK recession, many employees are staying put and tolerating poor pay. They don't dare ask for a pay rise because they consider themselves "lucky" to have a job.

But what do you do when you know you are being paid less than what you are worth? 

How do you go about asking for a pay rise?

Well, firstly you need to be sure about what you're really worth.  What's the market rate for your role?  Check the online job boards to find similar jobs with equivalent responsibilities, same locations, etc.  Compare on a like for like basis.  Research it properly and you'll have more chance of success.

Then look at the value you bring to your employer.  Have you brought in new business?  Created new opportunities?  Made significant cost savings?  Supported, trained or mentored colleagues?  Taken on additional workload or responsibilities?  Learned new technologies?  Improved productivity levels? 

Once you're absolutely sure of your worth, create your case and tell your boss that you'd like to meet with them to discuss your remuneration package.  It's best not to spring it on them.  Give them time to think about it.  Ensure that the appointment is in your boss's diary and that they're not just giving you 2 minutes out of their busy day... it needs to be a proper appointment.

YOU set the benchmark

Bring evidence to the meeting and set the anchor. If you allow them to suggest a new salary, it may be totally out of line with your expectations and research.  You'll find it difficult to negotiate, and you'll feel insulted and undervalued - possibly feeling worse than if you hadn't asked at all.  So make sure you say what you think you're worth at the outset. 

Because you've done your research, you know what you're worth so you can make a sound business case for why they should pay you  more. 

You also need to think about what you do if your request is turned down but hopefully that won't happen.

Should I wait until my annual review?

If you wait until your annual review, you run the risk of being subject to fait accompli... Your pay rise, if there is one, will already have been broadly determined.  Whereas if you ask for a pay rise soon after some major accomplishment, you are more likely to be deemed worthy.

If you're really doing a great job and it's not just your perception but also the company's, then your employer won't want to lose you.  Yes, there may be lots of people out there who would jump at the opportunity of doing your job for your existing salary.  But if they're not going to be as good as you and they need training, then your employer would be foolish not to keep you and pay you what you're worth.

What happens if they say no?

If your request is turned down, don't give ultimatums about leaving the company.  This could prove difficult if they call your bluff.  Instead, ask if you could perhaps have a further meeting in a month or 3 months' time.  Or suggest that you receive a rise or a bonus if you can exceed targets by a given percentage.  Give the company an elegant way so that the door isn't closed entirely.

What about equal pay?

Whilst you shouldn't be paid less than someone else in a similar role, you can't expect to be paid more either - not unless you have more responsibility, deliver more value, etc.  That's why it pays to do your homework thoroughly.

Good luck!  We'd love to hear how you get on.

I had a long conversation recently with a chap who isn't happy in his current role and intends to quit his job - even though he doesn't have a new job to go to.  I urged him not to.

And earlier this year I had a CV client who is a shining star but wasn't enjoying their job and quit, without having anything else lined up.  They're currently unemployed.

As anyone will tell you, jobs are no longer two-a-penny.  So, unless you're extremely lucky and you're in the right place at the right time, it could take you some time to find something else.  We all have financial obligations to meet and it would be reckless to make yourself unemployed before you have something better to go to.

Furthermore, being unemployed can often put you in a weaker position when negotiating your salary package for your new role, with employers offering you a lower package than you could normally command.

If you're not happy in your current role, you'll need a career plan.

• Assess your current situation.  What is it that's irritating you?  Could anything be done to rectify it?  If it's a grievance with a colleague or boss, could it be addressed via your employer's grievance procedure? (All UK employers should have one)
• If it can't be sorted, try not to be emotional or to make knee-jerk decisions.  Your head must rule your heart.  Grit your teeth and continue to do what you're paid to do to the best of your ability.  At some stage you'll probably need a reference from your current employer, so bear that in mind.
• Try to stay cheerful. Don't let your mood or negativity come to the fore as it will affect your colleagues, create bad feelings around you and make the workplace unpleasant for everyone.
• Try to engage in pleasurable activities outside of work and perhaps during your lunch breaks. Reflecting on these during working hours will help keep you sane.
• Get your ducks in a row.  Decide on the type of role you want to apply for and start searching the market.
• Update your CV and LinkedIn Profile so you're ready to roll when you see the job of your dreams.  We'd be happy to help you with this.
• Don't jump out of the frying pan into the fire!  In your frustration, you may want to accept any old job just to get out of your current situation.  If you do this, you'll be back to square one in the very near future, so take your time and try to hold out for the right role.
• Don't confide your feelings to anyone at work and that includes clients and advisors.
• When it's time to move on, give full notice and stay committed to the job during your notice period.
• Always leave on good terms effecting a full handover to your successor and training them if necessary.

Give us a call if you want to have an informal chat about your future career.


Barbara Patrick
Professional CV Writer and Career Coach
Compelling CVs
Reading, Berkshire