Discovering that you are being paid less than your peers for the same work can be incredibly frustrating. However, approaching human resources (HR) about a salary discrepancy requires tact and preparation. Here are some tips on how to professionally discuss pay disparity with HR.
Should you ask HR about salary discrepancies?
Yes, in most cases it is appropriate to approach HR with salary concerns. HR departments aim to ensure fair compensation practices. Bringing a pay discrepancy to their attention allows them to investigate and potentially correct the issue.
Some key points on asking HR about lower pay compared to coworkers:
- Do it privately – Set up a one-on-one meeting to discuss pay in confidence.
- Stay positive – Frame it as an inquiry rather than an accusation.
- Have evidence – Provide specifics on your experience and contributions.
- Suggest a solution – Propose what pay rate would be equitable.
With professionalism and supporting details, you can make a compelling case for fair pay.
Should you ask coworkers about their salary?
It’s best not to directly ask coworkers about their compensation. While not illegal, it puts coworkers in an awkward position. Instead, do research on typical pay ranges for your role and experience level in your geographic area. Sites like Glassdoor and PayScale offer anonymous user-submitted salary data that can confirm whether your pay is below market rate.
What if a coworker discloses their higher salary?
If a colleague voluntarily discloses making more, avoid demanding that HR increase your pay to match. Each situation differs based on work history, education, responsibilities and other factors. Use the coworker’s salary as a data point when presenting your case for higher pay. Focus on your own value and how you are potentially being undercompensated based on market rates.
How to Have a Productive Conversation With HR About Low Pay
If you discover your salary is considerably lower than industry peers, schedule a meeting with HR to discuss. With the right approach, you can turn the conversation into a positive step toward fair compensation.
1. Ask for a private meeting focused on pay
Email or call your HR representative to request a meeting to discuss your compensation package. Note that you would like this to be a one-on-one discussion in a private setting. This helps ensure confidentiality when talking about the sensitive topic of salary.
2. Remain calm and professional
When meeting with HR, keep your demeanor calm and polite. An antagonistic attitude will not encourage cooperation. Instead of accusations, frame the discussion as an informational inquiry. You are simply seeking to understand how pay rates are determined and gain insight into your earning potential at the company.
3. Provide details on your background and achievements
To strengthen your case, come armed with specifics. Outline your education credentials, years of experience, specialized training and notable accomplishments in your role. Provide evidence that you are performing at a level that merits higher compensation.
4. Cite data on competitive pay rates
Reference market research indicating the typical salary range for someone with your expertise and background in your geographic region. Point out the discrepancy between your pay and both the market data as well as salaries of colleagues in comparable roles.
5. Ask what factors determine compensation
Politely ask HR to explain the criteria that determine pay rates for your position. There may be some variables or misunderstandings that can be clarified. Listen thoughtfully and take notes.
6. Remain solution-focused
Rather than merely complaining about unfairness, offer suggestions for resolving the situation. Propose a specific salary increase or incentive package that would adequately compensate you based on your value and contributions.
7. Express appreciation and follow up
Thank the HR representative for their time and consideration. Reiterate your enthusiasm for your job and desire to be fairly compensated. Ask about next steps and when you can follow up. Send a thank you email summarizing the key points.
What to Do If HR Claims They Can’t Adjust Your Salary
Ideally, bringing solid evidence of below-market pay to HR’s attention will spur action to increase your compensation. However, HR may claim they are unable to adjust your salary at this time for various reasons:
– Company pay freeze in effect
– Strict salary bands based on position
– Required approval from senior leadership
– Pending annual review cycle
If HR will not budge on a pay raise immediately, remain gracious. Ask that they reconsider when possible and provide guidance for earning higher compensation in the future.
Some additional steps if HR won’t increase your pay now:
- Request a performance review to demonstrate your value
- Ask about promotion opportunities that come with higher salary bands
- Negotiate non-salary perks and benefits like extra vacation days
- Get any denial of a pay increase in writing
- Develop skills and experience for advancement
- Consider job offers from other employers
Ongoing constructive conversations with HR about your pay and performance show your commitment to the company. But refusing to rectify clear compensation discrepancies may be a red flag to carefully consider.
When to Take Further Action on Pay Inequity
Persisting pay disparity despite approaching HR may require stronger measures. Significant underpayment compared to peers could constitute wage discrimination. Consider additional steps if:
- HR refuses to provide any justification for lower salary
- Your compensation violates labor regulations
- HR admits wage gaps but does nothing to correct them
- Certain groups face obvious systematic pay discrimination
In these cases, you may need to file a complaint with the U.S. Equal Employment Opportunity Commission or your state labor board. Legal counsel can advise you on the process and likelihood of a successful claim.
Threatening legal action should be a last resort. But employees do have protections when employers violate compensation discrimination laws.
When Leaving the Company May Be the Best Option
If all efforts to resolve a pay discrepancy fail, continuing to work for an unfair employer may not be sustainable long term. Prolonged wage disparity takes a toll on finances, self-esteem and career advancement.
In some instances, the best recourse is finding a new job with an organization that properly values and compensates employees. Reasons to consider moving on include:
- Pay inequity persists despite numerous attempts at resolution
- Company culture accepts compensation discrimination
- Leadership refuses to address payroll gaps
- Lack of promotion opportunities at current employer
- Competitive job offers with better salary potential
While frustrating to leave a position you enjoy over inadequate pay, walking away may motivate change at the company. Losing valued talent sheds light on unsustainable compensation practices. Your knowledge also benefits the next employer willing to pay fairly.
Key Takeaways on Resolving Pay Discrepancies with HR
Discovering your salary is much lower than peers can be disheartening. Yet voicing concerns directly with HR in a professional manner can spark positive change:
- Research market rates to confirm salary discrepancies
- Frame questions as informational, not accusations
- Prepare a business case based on your merit and value
- Offer solutions, not just complaints
- Follow up consistently and document all interactions
- Consider legal action only as a last resort
- Make career moves if needed to earn fair compensation
With persistence and a constructive approach, you can achieve equitable pay. Know your worth and advocate for it.
Frequently Asked Questions
Is it illegal for coworkers to discuss pay with each other?
No, pay confidentiality policies generally do not prohibit employees from discussing or sharing compensation details with coworkers. This is protected concerted activity under the National Labor Relations Act.
Can HR legally discourage employees from talking about salary with each other?
No, human resources cannot forbid or punish employees for discussing pay with coworkers. This constitutes an unfair labor practice per NLRB guidance.
Is pay transparency required by law?
There is no federal law mandating that employers make salaries transparent. However, a growing number of states and cities have passed legislation requiring pay transparency from employers.
What should you do if HR says salaries are confidential when asked about a pay discrepancy?
Politely but firmly push back, noting it is your right to discuss compensation and that pay secrecy often hides discrimination. If needed, consult an employment lawyer about unlawful policies.
When does a pay gap become illegal wage discrimination?
It is illegal if pay disparity is attributable to protected class status under the Equal Pay Act and Title VII laws based on gender, race, age etc. rather than legitimate factors like experience.
Conclusion
Discovering you make less than peers for equal work is understandably upsetting. Yet you have options to professionally advocate for fair compensation from your employer. With preparation, market data and persistence, HR should work to rectify any unjustified pay discrepancies. If they refuse, you may have legal grounds to pursue action. But ultimately, you have the power to seek employment where your skills and contributions are valued and rewarded. Don’t be discouraged – know your worth and take steps to earn what you deserve.