Salary discussions at the office rarely happen but they should. Money is the very thing that causes everyone to be there for work in the first place, but it’s the last thing anyone wants to bring up.&nbsp;

Let’s be real. We’ve been told for so long that it’s tacky to talk about how much we make because the more silence there is around what employees are making, the more a company can profit off of those who are underpaid.This taboo can bring up insecurities, contribute to <a href="https://www.checksalaries.com/resource-hub/salary-negotiation-myths">salary negotiation myths</a>, and make conversations about pay difficult to start. Knowing how to approach the subject of salary with coworkers in a respectful manner is essential for having a productive conversation that helps everyone.Key points:<ul><li>There are policies in place against pay secrecy that protect employees when talking about pay.</li><li>When learning <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">how to negotiate salary</a>, discussing salary with your coworkers can help gather more compensation data.</li><li>The best salary discussions are mutually beneficial and lead with clear intentions.</li><li>There is a difference between your peers' salaries and your market rate. Be sure to research your market rate either before, during, or after these discussions.</li></ul>

&nbsp;<h2>Can you be fired for talking about pay?</h2>No, you can’t be fired for talking about your pay at work. There are <a href="https://www.checksalaries.com/resource-hub/pay-transparency-laws">pay transparency laws</a> in place to combat pay secrecy and protect employees from retaliation when talking about pay. According to the <a href="https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages#:~:text=If%20you%20are%20an%20employee,policies%20against%20using%20their%20equipment">National Labor Relations Act</a>, “employees have the right to communicate with other employees at their workplace about their wages.”&nbsp;

Are You Allowed to Talk About Salary in Your Workplace? (Legal Rights)

It’s an important right that you should exercise as much as you can, as appropriately as you can.What you can’t do is talk about other people’s salaries if you found out. For example, if you find out what colleague A is making and you talk to colleague B, you can’t tell colleague B what colleague A is making. Even HR can’t have conversations with other people about other people’s salaries.You can only share what you make.&nbsp;

Person saying we're gonna keep this between us

When it gets legally tricky is if the company you work for has any clauses that restrict you from having salary discussions on company time or company property.&nbsp;If this is the case for you, invite your colleague out for coffee or lunch to start that discussion. When these conversations are in more relaxed environments outside of the office, they tend to be much more productive anyway.&nbsp;<h2>Icebreakers to Begin Salary Conversations at Work</h2>It’s awkward and intimidating to start conversations about salary at work. First, give yourself grace. These conversations certainly aren’t normalized and it’s natural for you to feel weird about them.The best way to frame it is to present what your situation is first. Maybe you want to <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">ask for a raise</a> or are simply curious to see if you’re being underpaid at your job.&nbsp;Start with something along the lines of, “After working at the company for X amount of time, I’ve been thinking about asking for a raise. After watching Salary Transparent Street, I’m wondering what is a fair number to ask for. What’s been your experience in your career with salary negotiation?”If you’re curious to see if you’re being underpaid, bring up the topic of something like employee reviews coming up or a new project or responsibility you’ve been given. These topics can be used to naturally steer the conversation into talking about pay.

Try to frame it in a way that isn’t directly asking them how much they make. Give them the opportunity to get the feel of the conversation and have it naturally evolve from there. Gauge how comfortable they are with it because it isn’t fair to force that conversation if they’re not ready.&nbsp;Something that tends to make starting these conversations easier is to first practice on friends and family.&nbsp;<h2>Do’s &amp; Don'ts of Discussing Salary With Coworkers</h2>Whenever you have these conversations, come from a place of respect and wanting to learn something that benefits you. Your intention behind wanting to start these conversations is an important element for how they’ll play out. There’s a difference between being nosy and wanting to have a productive conversation to learn something that can help with your career development.&nbsp;The conversation should also be mutually beneficial. If you’re wanting to ask someone about their compensation, are you willing to share yours in return?

Ilana broad city saying I respect you respecting me

<h2>What to Do With The Information</h2>If you find out you’re being underpaid from someone else’s salary, DO NOT storm into your manager’s office and point fingers.Legally (see above), you can’t tell them that your colleague is making [$X], which is higher than what you make, and then ask for a raise. You’ll need to present an argument for a pay increase competitive with the market rate of your peers based on your experience, skills, etc.Use what you’ve learned from your colleagues and then do your own research to find your market rate. Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Then, use a sample script from our free <a href="https://www.checksalaries.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>. to ask for a raise, or learn how to negotiate a job offer if you need to start looking for another job).&nbsp;Alright, that wraps it up for this week! I’m Daniella Flores, a former software engineer turned career researcher who writes about tech, money, and different jobs. My work has been featured in TIME, CNBC, CNET, Business Insider, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub</a> (thank you for the opportunity, Hannah!). If you want to connect, follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!Do you know if you're being underpaid? <a href="https://www.checksalaries.com/resource-hub/are-you-underpaid-free-quiz">Take our free quiz</a> to find out!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ <a href="mailto:hello@checksalaries.com">hello@checksalaries.com</a>

picture of 2 people at a desk with coffee and title text overlay that reads talking about salary at the office

2 people at a table with coffee and title text overlay that reads talking about salary at the office

How to Talk About Salary at the Office

Heads up: This article may include affiliate links or sponsored content from brands we trust. Using them doesn’t cost you anything and helps support our mission.Did you just get off the most tone deaf Zoom call where someone from human resources announced a mass layoff? Or worse, was it done over email?Getting laid off is never fun and it’s downright insulting when it’s done without an ounce of respect. Your employer could be downsizing, restructuring, or going through other operational changes, but that doesn’t make it seem any less personal.We’ve seen way too many layoffs recently from technology companies, partially <a href="https://www.checksalaries.com/resource-hub/will-ai-take-my-job">due to AI,</a> but it can happen within any company and it’s absolutely not your fault.There have been 1.1 million job cuts in 2025 so far (65% more than 2024), according to an <a href="https://www.challengergray.com/blog/october-challenger-report-153074-job-cuts-on-cost-cutting-ai/">October 2025 report</a> by Challenger, Gray &amp; Christmas, an outplacement and executive coaching firm that tracks layoffs monthly.Layoffs are emotional and you’ll need some time to process, but it’s important to stay professional with your eyes looking forward. Sit with those emotions and feel your feelings, but don’t stay there.&nbsp;We gathered a few software engineers to get a behind-the-scenes look into their careers, including how they’re handling layoffs. One software engineer we interviewed had an interesting point. He says, “It gives you, as an employee, a chance to kind of redefine or reevaluate where you’re at.” He touches on this chance that you now have to take the power back in your hands and see where you can pivot from there.&nbsp;

How Much Do Software Engineers Make? Reactions to AI, Layoffs and More! The Break Room Episode 5

You’re not alone in this and it won’t be the deciding factor for what happens to the rest of your career. There is life after a layoff.&nbsp;Use this step-by-step guide to understand your rights, secure your severance, learn how to file for unemployment, and other important tasks like <a href="https://www.checksalaries.com/resource-hub/401k-rollovers">rolling over your 401(k) </a>and getting healthcare coverage, so you can move on with your life and on to your next chapter.Key points:<ul><li>There are laws in place, like the WARN act, that protect workers’ rights in a layoff.</li><li>Get all of the details about your layoff from human resources in writing, which is called a “layoff letter”, before you sign anything.</li><li>You may be entitled to a severance package, continuation of benefits, and unemployment.</li><li>You can work with an employment lawyer through the National Employment Lawyers Association throughout your layoff to negotiate your severance and benefits, and make sure your rights are being honored (most offer free consultations).</li><li>Revisit your finances and adjust your budget to account for the loss of income and apply for unemployment benefits through the U.S. Department of Labor website.</li><li>Prepare a few things to re-enter the job market with, such as recommendation letters, resume and LinkedIn updates, and connect with your professional network.</li></ul>

&nbsp;<h2>Know Your Rights &amp; Revisit Your Contract</h2>Yes, employees have rights, especially during a layoff! We reached out to retired employment attorney, <a href="https://www.linkedin.com/in/delyannethemoneycoach/">Delyanne Barros</a>, to help us get a little more acquainted with what rights you may or may not have.&nbsp;After hearing the unsavory news of your layoff, expect a separate meeting request from human resources. If they don’t, set one up. This meeting is to go over the details of the layoff and to ask for your signature on a few documents (don’t sign just yet).&nbsp;Delyanne says that employees should not sign anything before talking to an attorney. “Many employers will try to pressure you to sign a severance agreement or waiver on the spot. The best thing to do is to take it with you and say that you need to look it over carefully and that you will promptly get back to them,” says Delyanne.

Delyanne recommends that employees get familiar with the <a href="https://www.dol.gov/agencies/eta/layoffs/warn">Worker Adjustment and Retraining Notification (WARN) Act</a>. “Most states in the US are at-will states which means that an employer can fire for any reason or none at all. However, there are specific laws that apply to certain employers when conducting mass layoffs. The WARN Act requires employers with 100 or more employees to provide 60 days notice of any mass layoffs."To find whether an employer has issued a WARN notice or not, a simple google search can help. ”An employee can look up whether their employer has issued a WARN notice by googling ‘Warn notice’ plus their state. Many states also have mini-WARN Acts that provide additional protections for employees at smaller companies,” she says.There are currently <a href="https://www.statechambers.org/state-warn-acts">13 states</a> with mini-WARN acts, including California, Connecticut, Washington, North Carolina, and Illinois, to name a few.Employees’ rights outside of the WARN Act can get a little tricky, but Delyanne says to check your employment contract to see if it outlines any specific information in case of a layoff, and to reach out to the <a href="https://www.nela.org/">National Employment Lawyers Association (NELA)</a> to find an employment lawyer to work with.<h2>Request a “Layoff Letter”</h2>Your company can supply a confirmation letter, or “layoff letter”, that states that your position is being terminated. Request this letter from the human resources associate you’re working with that includes the reasons for the layoff, effective date of termination, date of your last paycheck, and details about any severance payments or benefits that you’re entitled to.Having this letter gives you official documentation of your layoff, which may come in handy when applying for unemployment benefits and future job searches. It will also come in handy if there are any disputes or legal issues related to the layoff.<h2>Understand Your Severance Package</h2>

gif of jason bateman on ozark saying "where's my money"

If you’re entitled to a severance package, lucky you! That will be your lifeline after your final paycheck, so don’t overlook it. It’s best to review all the details with a member of human resources so you fully understand your severance package and if it’s fair or not. There are no stupid questions here. Ask them anything and everything you can think of.Negotiation is the name of the game with severances. Just like <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiating salary during a job offer</a>, severance packages can also be negotiated. Delyanne says this is where an employment lawyer also comes in handy, but many people hesitate to reach out to one because they think they’re only useful when planning to sue an employer. “However, I coached many clients behind-the-scenes during severance negotiations or negotiated on their behalf if they preferred it,” she says.Delyanne advises employees to “consult with an employment attorney in their state before they engage in severance negotiations. Most attorneys will offer a free consultation and may provide some guidance during that meeting.”Employees wanting to speak with an employment lawyer should check <a href="https://exchange.nela.org/memberdirectory/findalawyer">NELA’s referral directory</a> online.&nbsp;<h2>Ask About Benefits</h2>Similar to <a href="https://www.checksalaries.com/resource-hub/negotiate-benefits">negotiating benefits</a> during a job offer, you can also negotiate them when you leave. In your meeting with HR, go over your current benefits with them to see if compensation is warranted.&nbsp;Even if your benefit information is included in the layoff letter, discuss the specifics with human resources so you don’t have any unexpected surprises later on. Ask about health coverage changes, including the official end date of your employer-sponsored health plan and how to sign up for <a href="https://www.dol.gov/general/topic/health-plans/cobra">Continuation of Health Coverage (COBRA)</a>.&nbsp;But, what about unused paid time off (PTO)? You can absolutely get compensated for those if the company is able to include it. Some employers already have a policy indicating the certain number of PTO days they pay out for employees based on how long they’ve been at the company, but if yours doesn’t, don’t be afraid to ask! Your employment lawyer can help you negotiate this as well.<h2>Look At Options to Continue Healthcare Coverage</h2>Depending on your employer, you may be able to sign up for COBRA to continue your health coverage. The time period for the coverage continuation usually falls around 18 months, but you’ll have to pay the full premium in addition to administration fees.

gif of larry david on snl saying "universal health care doesn't sound too crazy now, does it?"

Another option is looking at alternative health insurance options on the <a href="https://www.healthcare.gov/">Healthcare Marketplace</a> or joining your spouse’s health plan.&nbsp;<h2>Review Your 401(k) &amp; Prepare for a 401(k) Rollover</h2>Your 401(k) is 100% yours and won’t disappear just because you've been laid off. Employers will either keep it where it is, or transfer it to another 401(k) provider or Individual Retirement Account (IRA) of their choosing.&nbsp;This is where 401(k) rollovers come in. It’s a good idea to rollover your 401(k) after your last day of employment so you aren’t at the mercy of the company’s choices. When rolling over a 401(k), there’s the option of transferring it to an IRA of your choosing using tools like Capitalize or PensionBee.

&nbsp;<h2>Ask Your Boss for a Letter of Recommendation</h2>You need as many resources on your side as possible when you reenter the job market. This is where your boss can help! I mean, it’s the least they can do.

gif of simon on zoey's playlist saying "morning, boss"

Set up a quick 1-on-1 with your boss during your last weeks or months at your job to see if they can write a letter of recommendation for you and if you can use them as a reference. Another option is asking them if they can fill out a recommendation for you on LinkedIn to help your profile attract recruiters.Many folks will also post on LinkedIn that they just got laid off and are looking for another job. If you also want to do this, I recommend following <a href="https://www.linkedin.com/posts/kelli-e-ballou-mcmillan-6ba85ba2_cisco-avaya-aws-activity-7389402559255494656-aOTI/">this example</a> and asking your manager if they can comment on it and vouch for your expertise (including at least 1 result you achieved). This is such an easy 1-minute thing they can do for you that will instantly appear in front of multiple employers at once, including your manager’s connections as well.<h2>File for Unemployment Benefits</h2>Unemployment benefits are available to laid off employees if your employer contributed to the state’s unemployment insurance program. Payments from unemployment benefits, and its duration, will depend on your state.&nbsp;Visit the U.S. Department of Labor website to find your state and <a href="https://www.dol.gov/general/topic/unemployment-insurance">file for unemployment benefits</a>.<h2>Revisit Your Finances &amp; Adjust Your Budget</h2>Now that you’ve lost your primary source of income, it’s time to review your finances. Log into your different accounts including your checking, savings, and any investment accounts to take stock of your current financial situation.&nbsp;Re-adjust your budget and cut any expenses you can. If you’ve saved an emergency fund, determine how much of it you want to use and how you can rework your budget to accommodate it.<h2>Update Your Resume &amp; LinkedIn</h2>

It’s probably been awhile since you’ve updated your resume and LinkedIn. Many of us forget about them the longer we stay at one job. It’s time to update and revamp both to help you stand out when applying for jobs.Add information about your most recent job to your resume. Update it to include not only what you did, but also include the impact and results of your contributions. We love <a href="https://get.tealhq.com/55VxqL" rel="sponsored">Teal </a>for updating your resume. It formats your resume so recruiters can find it easily and suggests ways to stand out, including how to match your resume to the jobs you’re applying to.Then update your information on LinkedIn, including your past role and the skills used in that role. Even better if you put a bullet or 2 about project results and upload or link to the work you did at each company (if you’re allowed to share that work). It’s also helpful to add keywords in your LinkedIn headline that shows exactly what you do and for who, and select that you’re “Open to work” on your profile.Also read: <a href="https://www.checksalaries.com/resource-hub/how-to-write-a-cover-letter">How to Write An Unignorable Cover Letter (With Examples)</a>

<h2>Tap Into Your Network</h2>Your network is one of the most valuable resources when searching for a new job. Reach out to past colleagues on LinkedIn or other platforms, and any recruiters you’ve had contact with in the past.&nbsp;If you’re in any local networking groups, such as a women’s networking group or alumni organization, reconnect with them and see what events are happening near you or virtually. Online groups, like those on <a href="https://slack.com/">Slack</a>, <a href="https://www.fishbowlapp.com/">Fishbowl</a>, and <a href="https://joinhandshake.com/">Handshake</a>, can also be helpful when building a professional network. Type into Google your job title and the words “Slack groups” to find relevant groups for you.<h2>Really Think About Where You Want to Go From Here</h2>

gif with woman saying "into the next chapter of my life"

Before diving head first into a stream of endless job applications, ask yourself what you really want to do from this point on. Do you want to work for a company in the same sector? Do you want the same role? Do you want to freelance while you figure out your next move?Most people need a new job immediately to replace the loss of income, especially when they don’t have an emergency fund to fall back on. This is why many turn to freelancing during their job search. Or if they already did so as a side hustle, they lean even more into it. That’s exactly what <a href="https://www.linkedin.com/in/justdanamiranda/">Dana Miranda</a>, a personal finance journalist that I spoke to about her recent layoff, did after she got the news.“I didn't start applying for jobs right away or reach out for any freelance writing work. I slowly contacted a couple of people in my network about full-time writing jobs, and I decided to take the opportunity to diversify my income,” says Dana. “I don't want to be wholly reliant on the media industry, especially a single niche, for my income. So I posted to LinkedIn offering virtual assistant(VA)/operations support to see if I’d get any bites.”This was something Dana had experience in from running her own freelance business on the side of her job, and she indeed got some bites. She was able to secure 3 clients from promoting her new service on LinkedIn via one simple post. If you want to try a similar approach in your area of expertise, <a href="https://www.linkedin.com/posts/justdanamiranda_know-anyone-who-needs-a-va-in-the-wake-activity-7388599306573967360-DRe5/">follow her example</a> to get an idea for how to position yourself. She’s still looking for jobs while running her new VA service and freelance writing.Also think about how much you want to get paid and what sort of benefits you’re looking for in your next job. Our <a href="https://www.checksalaries.com/salary-database">Salary Database</a> and free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Research Guide</a> can help when setting your market salary range.&nbsp;And for your job search, our <a href="https://www.checksalaries.com/job-board">Transparent Job Board</a> can help! We only post jobs that include the salary because you don’t deserve to spend hours applying to jobs that may not even pay you fairly.&nbsp;For <a href="https://www.checksalaries.com/resource-hub/highest-paying-remote-jobs">remote jobs</a>, we love <a href="https://flexjobs.sjv.io/xL7Rm5" rel="sponsored">FlexJobs</a> (they screen every job so the job board is 100% scam-free and ghost job-free).

<h2>Take Care of What Matters Most: Yourself</h2>Job hunting is exhausting. Take it day-by-day and know that there is light at the end of this tunnel. It’s important to have some sort of structure in your days with a daily routine. Add some much-needed self care and set realistic expectations in your job search to promote a positive outlook.&nbsp;Please, please, please ask for help if you need it, whether that’s spending time with your family and friends to free your mind, working with a life or career coach, or reaching out to a mental health professional. There are people out there that can help you through this, including those in the Salary Transparent Street community.That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella Flores, a former engineer who writes about tech, money, and careers, a current member of the<a href="https://www.cnet.com/personal-finance/financial-review-board/"> CNET Money Expert Review Board</a>, and career researcher that’s appeared in TIME, CNBC, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the<a href="https://www.checksalaries.com/resource-hub"> Resource Hub </a>(thank you for the opportunity, Hannah!) You can also follow me on<a href="https://www.linkedin.com/in/daniellamarquez/"> Linkedin</a>. Chat soon! 👋If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ <a href="mailto:hello@checksalaries.com">hello@checksalaries.com</a>For more transparent resources:<ul><li>Want to join the movement? Explore thousands of individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://www.checksalaries.com/resource-hub/are-you-underpaid-free-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.checksalaries.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

Featured image with an illustration of 3 people looking at an online search board on top of a green background with a title text overlay that reads "what to do after a layoff"

What To Do When You Get Laid Off

When it comes to <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiating a job offer</a> or <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a>, most of us tend to focus solely on salary. We forget that our benefits are another piece in our total compensation package and when we ignore this, we’re leaving a ton of money on the table. In fact, according to the <a href="https://www.bls.gov/news.release/ecec.nr0.htm">United States Bureau of Labor Statistics</a>, benefits make up approximately 29% of total compensation costs.&nbsp;No amount of pizza parties are going to make up for that.

Jimmy fallon gif saying that's a lot of money

Knowing which benefits are negotiable and how to approach the subject in negotiations will help you secure a compensation package that you’re happy with.Key points:<ul><li>Negotiate your entire compensation package, not just salary.</li><li>Negotiating doesn’t always mean getting paid more money. It could also mean gaining more work-life balance through your benefits package.</li><li>Some benefits are legally required based on the size of the company and type of role.</li><li>Don’t wait until the job offer phase to bring up benefits. Leverage introductory talks with recruiters and job interviews to ask about salary and benefit information.</li><li>If a company can’t budge on salary or a specific benefit, you can get creative with your counter by bringing up other benefits to negotiate for.</li></ul>

&nbsp;<h2>What else can you negotiate besides salary?</h2>There are 2 types of benefits a company offers to its employees: statutory benefits which are mandatory and voluntary benefits that an employer chooses to offer.&nbsp;Employers are legally required to cover benefits like Medicare and Social Security, unemployment insurance, workers’ compensation insurance, health coverage, and Family and Medical Leave Act (FMLA) protections. If they don’t provide these benefits under the federal and state requirements set for each, they could be penalized. For instance, under the Affordable Care Act, employers with 50 or more full-time employees are legally required to provide health insurance or pay penalty fees to the IRS.

Then there are other benefits that a company may include in their benefits package to show employees their commitment to them and increase their ability to retain good talent. These are voluntarily offered by the company depending on their values and are usually negotiable depending on the company and their flexibility to offer more or less of a specific benefit.Benefits you can typically negotiate include:<ul><li>Better health benefits</li><li>Work flexibility like remote work, work-from-home or work-from-anywhere days, flexible hours, a 4 day work week, etc.</li><li>A later start date</li><li>A sign-on bonus</li><li>Stock options</li><li>More paid or unpaid vacation time</li><li>More paid time off (PTO) days</li><li>A higher matching percentage for employer-sponsored retirement plans such as <a href="https://www.checksalaries.com/resource-hub/401k-rollovers">401(k)s</a></li><li>Volunteer days</li><li>Relocation assistance</li><li>Home office stipend</li><li>Company-paid phone plans</li><li>Transportation reimbursement</li><li>Performance incentives like bonuses</li><li>Tuition reimbursement</li><li>Learning or development stipends such as paid trainings, conference attendance, and other events</li><li>Professional memberships</li><li>More parental leave</li><li>Child care assistance</li><li>Family planning benefits</li><li>Sabbaticals</li><li>Wellness benefits like gym membership reimbursement and mental health resources</li><li>Guaranteed severance packages in the event of a <a href="https://www.checksalaries.com/resource-hub/what-to-do-when-you-get-laid-off">layoff</a></li></ul>

How do you feel about a 4-day work week? NYC📍#salarytransparentstreet

If you don’t know where to begin when negotiating benefits, ask yourself this question:What benefits would have the biggest impact on your life, health, well-being, and work-life balance?Negotiating for additional benefits isn’t only about increasing your overall compensation package but also about ensuring that you have the support you need to succeed in your role and maintain a healthy work-life balance. Knowing exactly what you want is going to make this process much easier.&nbsp;

gossip girl gif saying i know what i want and I'm gonna get it

<h2>When should you negotiate benefits?</h2>You probably don’t want to go through an entire job interview process only to find out in the job offer that they don’t offer health insurance, which is a pretty important benefit. It’s a good idea to research what benefits a company offers when applying to a job. In states like Washington, there are <a href="https://www.checksalaries.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that require employers to post both the salary and benefits in the job posting. Whether they do or don’t have that information available, you’re allowed to ask them about it at any point in the interview process (it's a great question to use as an answer to the<a href="https://www.checksalaries.com/resource-hub/job-interview-questions-and-answers"> job interview question</a>, "Do you have any questions for us?")Similar to discussing salary expectations in the introductory interview, it’s best to ask about the benefits package upfront along with the salary range. Use this time to set expectations with the hiring manager about what you’re looking for in a total compensation package. You can even ask for any external documentation they can share that explains their benefit package.

When you receive the job offer, be prepared to ask for any additional benefits that aren’t in the benefit package. If you’re negotiating a higher salary, you can also ask for certain benefits you would like, especially if you're countering an <a href="https://www.checksalaries.com/resource-hub/lowball-job-offer">lowball offer</a> or if the company that can’t budge on salary.<h2>How to Negotiate Benefits in a Job Offer</h2>Remember that negotiations aren’t battles, they’re partnerships. You’re working with the hiring manager, not against them, to come to an agreement that works for the both of you. Avoid being short, cold, or too cut throat in your communication with them.When receiving and <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiating a job offer</a>, a good rule of thumb is to use the 24-hour rule to review the offer, so you can respond with confidence, knowing exactly what you want and how you’re going to ask for it. If they didn’t share the full compensation package with the job offer, first ask for that. This should include both the salary and benefits. Then lead with excitement and gratitude before countering with a higher salary, more benefits, or both.Refer the script structure from our <a href="https://www.checksalaries.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts </a>guide to put together a response along the lines of:“Thank you so much! I really enjoyed meeting with you, getting to know the team, and think this role is a perfect fit for me. Before accepting the offer, there are a few things I want to discuss. The salary is much lower than my market rate for this position. Based on the scope of the role, my experience, skills, and the results I’ve been able to drive in my professional career that I intend to bring to this position, I am interviewing for roles that offer a salary between [$X and $X] and [insert any benefits that are important to you]. What can we do to come to an agreement?”

If you’re only negotiating for additional benefits and are happy with the salary offer, use a script similar to this:“Thank you for this opportunity and I'm excited to work with the team! Before I accept the offer, I would like to discuss the compensation package and see if we can include a few additional benefits. My experience, skills, and value I’ve been able to demonstrate in my prior roles warrants a higher compensation package. I’d be eager to accept the offer with a $10,000 sign-on bonus, an additional 5 days of PTO, and flexible hours.”If you’ve tried to negotiate a higher salary and the company can’t budge due to budget constraints, and you really want the job, use a script like this for your counter:“Thank you for working through the details of the offer with me. I understand the company doesn’t have the budget to go higher on the salary. However, I’d be eager to accept the offer with [state the benefits you’d like to negotiate for] included in my contract.”Try to read the hiring manager to see if they are at their limit or not, and if you’re able to gently push for more.<h2>How to Negotiate Benefits When Asking for a Raise or During Employee Reviews</h2>Employee<a href="https://www.checksalaries.com/resource-hub/how-to-prepare-for-a-performance-review"> performance reviews</a> and raise discussions have a slightly different context than negotiating during a job offer. You’ve already been at the company for quite some time and have hard evidence of the value your work brings. Lead with that!During employee reviews, use this script as a guide to draft out your own:“Thank you for meeting with me today. I’ve been with the company for [X] years now and love the work I do, as well as the team I work with. Together, we’ve completed a number of successful projects together that yielded results like [explain some results you’ve driven in your role]. However, in that time, the scope of the role has changed with several additional responsibilities. Before I can fully commit to those, I would like to review my compensation package and reach an agreement that better suits these new responsibilities. Considering the value I bring, in addition to industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward. I’m also interested in discussing more paid time off and a fully remote work arrangement.”

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<h2>Stand Your Ground</h2>You have every right, and the power, to negotiate for the benefits that matter most to you. After you state or send over your requests, leave it at that. Don’t add any fluff or passiveness that might show these are flexible and aren’t that much of a big deal to you. Embrace awkward silences and try not to cave under the pressure.&nbsp;Most importantly, once both sides come to an agreement, make sure that any negotiated benefits, perks, and salary are in writing as a part of your contract. If they’re not in your contract, they can change and take them away at any time.&nbsp;Alright, that wraps it up for this week! I’m Daniella Flores, a former software engineer turned career researcher who writes about tech, money, and different jobs. My work has been featured in TIME, CNBC, CNET, Business Insider, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub</a> (thank you for the opportunity, Hannah!) If you want to connect, follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!Do you know if you're being underpaid? <a href="https://www.checksalaries.com/resource-hub/are-you-underpaid-free-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@checksalaries.com

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How to Negotiate Benefits & Other Things Besides Salary

It's perfectly normal to ask for a pay bump, especially if you've taken on more duties, gained more experience, or if your salary needs to be adjusted to match the market. But many don't know how to ask for a raise to begin with.According to a <a href="https://www.onepoll.us/the-average-american-employee-hasnt-received-a-raise-in-three-years/">survey by OnePoll</a>, the average American hasn’t received a raise in 3 years. Those who have, received an average of 3% yearly – which doesn’t even keep up with inflation.

Don’t let your fear of asking for a raise hold you back from earning more. It isn’t like you’re asking for a favor. Raises are how employers show recognition and make sure their employees are paid fairly as their responsibilities increase. They want to retain good talent and talent usually sticks around with a <a href="https://www.checksalaries.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a>.Asking for a raise is similar to <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiating a salary offer</a>. There are several things to consider and steps to follow. In this article, we’ll dig into how to ask for a raise, when to do it, and what to say.Key Points:<ul><li>It’s normal to ask for a raise. You won’t get fired for it.</li><li>Know when to ask for a raise and time it wisely. The best time tends to be before employee review cycles.</li><li>Be polite when asking for a raise. Negotiations aren’t fights, they’re discussions with compromises.&nbsp;</li><li>Do market research to know how much to ask for using our free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Salary Research Guide</a>.</li><li>Build a “brag sheet” of your responsibilities and accomplishments to back up your raise request.</li><li>Know what to say (and what to not say) when discussing a raise with your manager.</li><li>Draft a rough script of what to say during the meeting and practice it with another person.</li></ul>

&nbsp;<h2>1. Know when to ask for a raise.</h2>When you ask for a raise matters a lot. Timing is crucial, considering budget fluctuations, performance evaluations, and the company's raise schedule. If you're new, it's best to wait at least six months before bringing up a raise.

Before asking, think about the current financial health of the company and the best times of the year to ask. Employers usually hold annual or quarterly <a href="https://www.checksalaries.com/resource-hub/how-to-prepare-for-a-performance-review">performance reviews </a>with their employees, and if you have one approaching then your employer may already be preparing for a raise discussion.Employee reviews may have set raises the company gives out depending on if the employee gets “meets expectations” or “above expectations” such as 3%, 4%, 5%, and so on depending on your company’s budget. Know how to handle these discussions to negotiate a higher raise.&nbsp;For instance, if you receive a satisfactory review that only comes with a 3% raise, use your accomplishments and any recent increases of responsibility to push for more. If available, refer to the company's and team's business objectives for the year and show your manager a few ways you've met or exceeded expectations for those objectives.Another good time of the year to ask for a raise is the end of the fiscal year, which is a 12-month accounting period in which budgets are set, including salary adjustments such as raises. It may or may not align with the calendar year, so you will have to check what those dates are at your job.However, you don’t have to wait for employee reviews or a specific time of the year to ask for a raise. You should mention it frequently and check in on your goals to meet the expectations of a raise on a quarterly basis.<h2>2. How much of a raise should I ask for?</h2>When determining how much to ask for, consider your performance, achievements, and market value. It's often recommended to request a raise in the range of 5% to 15% of your current salary, but the specific amount will depend on your individual circumstances, your market rate, and the overall context of the request.&nbsp;If you don’t know your market rate, use our free<a href="https://www.checksalaries.com/resource-hub/free-market-research-guide"> Market Salary Research Guide</a> to calculate what that is. This involves researching typical salary ranges for your position, level of experience, location, and other factors. Our <a href="https://www.checksalaries.com/salary-database">Salary Database</a> can help you with that part. &nbsp;

Underpaid? Here’s how to find your market rate using pay transparency laws! #salarytransparentstreet

Other tools to use for salary research include Glassdoor and Payscale. Once you find your market rate, adjust for your experience, role, and responsibilities and be prepared to present that data as you negotiate your salary.You can also <a href="https://www.checksalaries.com/resource-hub/discussing-salary-with-coworkers">discuss salary with coworkers</a> about their experience with negotiating raises at the company so you know what to expect. Thanks to <a href="https://www.checksalaries.com/resource-hub/pay-transparency-laws">pay transparency laws</a> across the United States, this is totally legal and your employer can’t retaliate against you for doing so.<h2>3. How to Set Up The Meeting With Your Manager</h2>It's important to be polite and professional in your approach when setting up a meeting with your manager to discuss a potential raise. Start by sending an email to schedule the meeting, clearly stating the purpose and desired outcome.&nbsp;Express your appreciation for their time and offer flexibility in scheduling. Provide a brief overview of the topics you'd like to discuss, including your performance, achievements, and reasons for requesting a raise. Don’t forget to schedule the meeting at a time when your manager is likely to be available and when you can have a focused and uninterrupted conversation.<h2>4. How to Ask For a Raise via Email: Template &amp; Example</h2>See below for an email template to use for your raise request, along with an example email using a real-life scenario with the position title of Digital Marketing Analyst.

Email template:Subject: Request for Salary ReviewDear [Manager's Name],I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a [Position Title] at [Company Name]. I am proud of the work I’ve been able to contribute along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past [time period], I’ve had the opportunity to take on additional responsibilities and projects, such as [name 1 new responsibility] and [name 1 big project that you recently completed]. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Highlight specific achievements and projects you have successfully completed.</li><li>Additional Responsibilities: Describe any additional tasks or duties you have taken on since your last salary review.</li><li>Market Research: Provide data or references to support your claim that your current salary is below market standards for your role.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.&nbsp;Thank you for considering my request and I look forward to our meeting.Sincerely,[Your Name]

Real-Life Email Example:Subject: Request for Salary ReviewDear Linda,I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a Digital Marketing Analyst at ABC Company. I am proud of the work I’ve been able to contribute, along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past year, I’ve had the opportunity to take on additional responsibilities and projects, such as implementing a new social media advertising strategy and leading the development of our content marketing calendar. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Successfully increased website traffic by 30% through SEO optimization and content marketing initiatives.</li><li>Additional Responsibilities: Took on an additional role of managing our influencer marketing partnerships, resulting in a 25% increase in brand visibility and engagement.</li><li>Market Research: According to recent data from industry reports and job postings, the average salary for Digital Marketing Analysts with similar experience and qualifications is $80,000.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.Thank you for considering my request, and I look forward to our meeting.Sincerely,Stephanie<h2>5. Prepare for the meeting.</h2>

Before your meeting with your manager, refer to the accomplishments, additional responsibilities, and market research that you included in your email. Then, expand on any other accomplishments that weren’t mentioned.&nbsp;A great way to do this is to create a brag sheet that includes all your “wins”. It’s best to note these throughout the year on a spreadsheet or in your notes app on your phone. But if you haven’t been doing that, go through your old emails and past projects (and their results) to gather what you’ve done.&nbsp;It’s also helpful to look for emails with testimonials from colleagues and management praising you. Save any emails with praise to a specific folder in Outlook for easy retrieval.From there, think about what you’ll say in the meeting and how to say it.<h2>6. Draft a rough script and practice, practice, practice.</h2>Another way to prepare for the meeting with your manager is to create a conversational script of what you want to say and how you’ll say it.&nbsp;The script may go something like this:Employee: Thank you for taking the time to meet with me, [Manager's Name]. I appreciate the opportunity to discuss my performance and potential salary adjustments.Manager: Of course, [Your Name]. What specifically did you want to discuss regarding your performance and compensation?Employee: Over the past year, I've taken on additional responsibilities and projects, such as [mention specific examples]. I believe these contributions have positively impacted our team and the company's goals. Considering industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward.Manager: I see. Your contributions have definitely been valuable to the team. Let me look into the salary data you've provided and consider how it aligns with our budget and company policies.Employee: I understand and look forward to your response.Manager: Thank you for your understanding. Let me review the information you've provided and follow up with you soon.Employee: Thank you, [Manager's Name]. I appreciate your time and support.This conversation may differ depending on your unique situation and why you’re asking for a raise. To build confidence as you prepare, rehearse with another person to get acclimated to how the conversation may flow. Recording yourself to note your body language and speech patterns can also be a helpful way to prepare.For more scripts to use when negotiating salary, raises, and benefits, use our <a href="https://www.checksalaries.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a>.<h2>7. Crush the meeting.</h2>

Come into the meeting with an open mind. You’ll have better luck negotiating if you’re clear and direct without being defensive. Negotiations aren’t fights, they’re discussions.Think of why your manager would want to give you a raise. How long have you been there? How have your responsibilities increased or changed since you were hired? When your job description changes, your pay should reflect that. All of these factors should be considered during this conversation.This is where you present your accomplishments and explain their business value. This is basically anything you’ve contributed that you can show how it positively affected the business (use that brag sheet!).&nbsp;For example, one of your accomplishments could be: “I’ve been leading several projects to correct website defects, which resulted in an increase in website traffic that eventually led to more product purchases. In these projects, I am taking on additional responsibilities that would normally be under a more senior position.” This shows how your contributions directly affected their profits&nbsp;<h2>8. What happens if the answer is “no”?</h2>The worst thing they can say is no. Right? But, what do you do when your request is rejected? If you don’t get the raise you hoped for, you might be able to compromise with your employer and <a href="https://www.checksalaries.com/resource-hub/negotiate-benefits">negotiate for additional benefits</a> like flex work and more vacation time.If the answer is something along the lines of a “maybe”, be patient because it’s likely your manager has to revisit the team’s budget or get approval for your request.&nbsp;<h2>9. Send a follow up email after the meeting thanking your manager for their time.</h2>Your manager's time is probably limited and there are many things they might forget throughout the work day. Sending a followup email after the meeting that thanks them for their time and recaps key points will keep your request on the top of their mind.

Include your accomplishments in key points to make it easier for your manager if they have to get approval. Also link to your market research data that you referred to in the meeting.&nbsp; Managers love when their employees help make their job easier in ways like this.<h2>What Not to Say When Asking for a Pay Raise</h2>Now that we’ve covered all the things that you should say when asking for a raise, let’s cover what NOT to say.Avoid any of these statements if you want your raise request to be taken seriously:<ul><li>"I've been here longer than most people, so I should get a raise."</li><li>“I deserve a raise.”</li><li>"I heard [colleague's name] got a raise, so I should too."</li><li>"I'm struggling financially and need more money."</li><li>"I'll quit if I don't get a raise."</li><li>"I know the company is doing well financially, so why haven't I received a raise yet?"</li></ul><h2>Why You Should Always Negotiate</h2>Asking for a raise can sometimes mean the difference between a $85k and <a href="https://www.checksalaries.com/resource-hub/100k-salary-cities">$100k salary</a>. Imagine what you could do with that money!&nbsp;Negotiations are nothing to be scared of. These are standard procedures with employers, so make good use of them.

This is why <a href="https://www.checksalaries.com/resource-hub/the-importance-of-salary-transparency">salary transparency is so important</a>. It gives you both the data and confidence to navigate negotiations, and get paid what you deserve.&nbsp;<h2>Are you underpaid? Find out with our free quiz 👇</h2>&nbsp;

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Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!Author note: I’m Daniella Flores, a former engineer who writes about tech, money, and careers, a current member of the <a href="https://www.cnet.com/personal-finance/financial-review-board/">CNET Money Expert Review Board</a>, and career researcher that’s appeared in TIME, CNBC, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!If this guide helps you to get a raise, let us know! Send us an email ➡️ <a href="mailto:hello@checksalaries.com">hello@checksalaries.com</a>For more Salary Transparent Street resources:<ul><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.checksalaries.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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How to Ask for a Raise (With Examples and Scripts)

On April 16th, 2022, I stood on a sidewalk in Washington, DC and asked strangers two questions that would change my life forever: What do you do? And how much do you make?Almost a year prior, I had begun a new role as a Senior Data Analyst making $90,000 supporting a military health communications contract. Unfortunately, this role quickly morphed into an unanticipated nightmare.<h1>Not What I Signed Up For</h1>Within my first month on the job, my only colleague was fired (or in contract speak, ‘reallocated to a different contract’). We were already stretched thin supporting analytics for six different departments, and with his departure, my workload tripled overnight.As the newest employee, I was scared to rock the boat and didn’t question when the role would be filled. I was certain they wouldn’t let me struggle by myself for long, but slowly I started working earlier and later. Soon I realized I was both starting and stopping work when it was dark outside. Work-life balance? I didn’t know her.Our client was stoked with my work though and as a glutton for positive feedback, I didn’t want to let them down. To keep up with the workload, I started clocking in 50+ hour weeks and began feeling the creep of burnout.&nbsp;I went to my managers, the same ones who told me they had my back and prioritized my well-being, and asked for support. This was when I learned that the funding meant to replace my fired colleague had already been spent months ago on analytics software I had no need for.&nbsp;&nbsp;At this moment, I began to question my role. What did the future hold for me here? And the biggest question of all: for all this stress, was I being fairly paid?<h2>Finding Out I Was Underpaid</h2>I typed into Google “What should a Senior Data Analyst in Washington, DC make?”. Each link I clicked on confirmed that I was underpaid roughly $20,000.&nbsp;This realization that I was underpaid hit me like a ton of bricks.&nbsp;I was confused. I thought my salary was fantastic, but each source said otherwise.&nbsp;I was angry. For months I had sacrificed so much of myself, my time, and my energy for a role in which I wasn’t even making close to my market rate.&nbsp;I was disappointed. I thought my company had my back and wouldn’t take advantage of me. At the end of the day, I was a great employee that they got at a fantastic discount.I decided to move quickly and take action. I pulled together a formal letter <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">requesting a raise</a> to match my market rate, which I supported with my market research, stellar reviews from our client about my work, and noting the impact I’d had on the contract.&nbsp;After several months of back-and-forth, my manager finally told me that they only granted raises to employees once they’d been with the company for at least a year, and even then, they didn’t hand out raises of more than 3-5% at any one time.<h2>What Now?</h2>I was shocked, but I refused to accept this fate. I immediately began looking for another job, and in my first interview, the recruiter asked me, “What are your salary requirements for this role?”Armed with my market research, I knew that I was looking for a range between $110,000-$120,000. I countered, “What is your budget for this role? I’m curious if my market rate falls in line with your predetermined budget.”Without skipping a beat, the recruiter responded, “Our allotted budget is around $115,000.” I told them that was exactly in line with my expectations, and a few interviews later, I accepted their offer of $115,000.Desperate to share what I had learned, I began posting videos on my personal TikTok account about these career experiences. I made a video sharing how much I made at every job I had, and the video went viral. Hundreds of people commented that they didn’t know analysts could make that much, that they worried they were underpaid too, and how this video had helped them realize their market rate.I began to conduct more research on pay transparency and learned that it would not only help close existing pay gaps that marginalized many workers, but it would also help improve employee productivity, morale, and loyalty. I realized that pay secrecy was helping companies profit off their workers by underpaying them, and something had to change.&nbsp;With that, Salary Transparent Street was born.&nbsp;<h2>Leading Change With Salary Transparent Street</h2>Our goal was simple: interview strangers about their careers, salaries, and experiences to help others recognize the value of pay transparency. Hopefully, with that momentum we could collectively demand corporations practice pay transparency. With the passage of multiple pay transparency laws in the past year and overwhelming support for pay transparency, I feel we’re achieving our goal.&nbsp;After posting our first video and going viral, I quit my analyst job to pursue this project full-time. Throughout my career, I’ve been searching for a role that would allow me to have a real impact and help people. Unbeknownst to me, realizing I was underpaid allowed me to create that dream job for myself by helping hundreds of thousands of people realize their market value and begin advocating for themselves.

Why I Started Salary Transparent Street

What’s the reason we have jobs? To get paid.&nbsp;You’d think we should know what we’re going to get paid before we spend time and energy applying for a job, but that isn’t the case for much of the U.S.. With pay transparency laws being different across the country, not everyone is getting the same access to salary information.&nbsp;For years it’s been normalized for employers to hide pay on job listings, ask for salary history, promote pay secrecy, and avoid reporting on pay data. This gives the employer the upper hand in salary negotiations and <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">raise discussions</a>, which can cause pay gaps and wage discrimination for workers.&nbsp;Despite the implementation of the <a href="https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/internal/policies/equal-pay-for-equal-work#:~:text=The%20Equal%20Pay%20Act%20of,wage%20discrimination%20based%20on%20sex.&amp;text=The%20Equal%20Pay%20Act%20(EPA)%20protects%20individuals%20of%20all%20sexes.">Equal Pay Act of 1963</a>, a significant gender wage gap persists, with women still earning less than men for the same work. The pay gap across all education levels actually grew in 2026, with women earning $0.82 per dollar earned by men, down from $0.83 the year prior, according to a <a href="https://www.payscale.com/press-releases/2026-gpgr">report by Payscale</a> (we actually spoke with Lulu Seikaly at Payscale for this article). This wage disparity exists across both private and public sectors. Black women were reported making only $0.65 for every dollar white non-Hispanic men make, according to the <a href="https://nwlc.org/resource/wage-gap-state-black-women/">National Women’s Law Center</a>.Pay transparency laws seek to change that and give more power back to workers as they fight for fair pay, negotiate their salaries, and discuss wages with their coworkers. Keep in mind that laws may differ from state-to-state, city-to-city, and even sector-to-sector. Depending on your location, your job search may be impacted in all the best ways.Key points:<ul><li>Pay transparency laws help create policies that close marginalizing pay gaps, combat discrimination, and help workers get paid what they deserve.</li><li>17 states (and Washington D.C.) have pay transparency laws that require employers to disclose pay ranges in job listings.</li><li>In locations where pay transparency laws are not in effect yet, employers are already starting to disclose pay ranges on listings and becoming part of the movement.</li><li>With several states having 1 or more laws that require pay transparency in some way, there are now federal bills in the works.</li></ul>

<h2>What Are Pay Transparency Laws?</h2>Pay transparency laws govern how employers disclose information about employee compensation, whether that’s internally or externally. They help ensure that all employees are compensated fairly and equitably for the work they do, regardless of gender, race, or other demographic factors, while also helping employees to be able to advocate for themselves with more ease when they <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiate salary in a job offer</a>.&nbsp;Disclosing pay compensation has been a practice for quite some time in state and federal job listings. Requirements for private companies are a little different depending on your location as these laws can vary by jurisdiction.It's important for both employers and employees to be aware of the pay transparency laws that apply to their jurisdiction to ensure compliance and protect their rights.

<h2>What Are The Different Types of Pay Transparency Laws?</h2>There are 4 different types of pay transparency legislation that currently exist in the U.S. This includes laws that require disclosure of pay ranges, salary history bans, policies that prohibit pay secrecy, and mandatory requirements around pay data reporting.<h2>Required Disclosure of Pay Range</h2>Pay transparency laws that require pay range disclosure exist in a variety of ways and change from location to location. Some laws require <a href="https://www.checksalaries.com/resource-hub/salary-range">salary ranges to be posted in all job listings</a> while other laws require disclosure upon candidate request or after the first interview.&nbsp;“Most of the laws say that employers must post a range that they in ‘good faith’ believe they will pay for the role,” says Lulu Seikaly, Senior Corporate Employment Attorney at PayScale. The pay range posted can be a wide range or smaller range depending on the company.

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<h2>Salary History Bans</h2>Salary history bans are laws that prohibit employers from asking candidates about their salary history, including the question on applications, and from retaliating against job applicants for not sharing salary history information.What someone makes at a past job shouldn’t have anything to do with what they make at a new job and can often bar them from negotiating for more. Salary history bans make it possible for candidates and employees to fairly negotiate their salary, as it puts them on a more equal level playing field as the employer during those discussions.<h2>Policies Against Pay Secrecy</h2>Thanks to the <a href="https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act?fbclid=PAAab4PmbuWL_Zt9kFS6Py2dLdDIKMls-WSwbjOzOQPz_ttj92ytYN_Iy7khI">National Labor Relations Act</a>, workers are legally protected from employer retaliation for <a href="https://www.checksalaries.com/resource-hub/discussing-salary-with-coworkers">talking about their pay</a>. In order for workers to be fully protected under the act, it’s best to share salary information off company time and property.While most employees in the private sector are covered by the NLRA, the act doesn’t cover any federal, state, or local government employees.Other workers that aren’t covered by the NLRA includes:&nbsp;<ul><li>Agricultural laborers</li><li>Domestic service workers of any person or family in a home</li><li>Workers employed by a parent or spouse</li><li>Independent contractors</li><li>Supervisors</li><li>Railroads and airlines workers</li><li>For more information on who is and isn’t covered by the NLRA, visit their <a href="https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/jurisdictional-standards">jurisdictional standards</a> page.</li></ul><h2>Required Pay Data Reporting</h2>Reporting on pay data helps to identify and eliminate any inequities in compensation. There are a handful of states, including Illinois and Minnesota, that are currently required to report pay and demographic data. This data is usually required to be reported on an annual basis and to their Civil Rights Department, Department of Labor, or other state agency.

<h2>What States Have Pay Transparency Laws?</h2>There are pay transparency laws in 17 states that require employers to disclose pay ranges in job listings. Those states include: California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Virginia, Vermont, Washington (and Washington D.C.).20 states have salary history bans: Alabama, Alaska, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Michigan, Nevada, New York, North Carolina, Oregon, Pennsylvania, Rhode Island, Virginia, Vermont, Washington (and Washington D.C.).&nbsp;10 states have policies against pay secrecy: Alaska, Connecticut, Louisiana, Michigan, Nebraska, New Hampshire, New Jersey, New York, Vermont, and Washington.6 states require pay data reporting from employers: California, Colorado, Illinois, Minnesota, New Jersey, and Oregon.If you don't see your state above and it's hard to find salary information on job listings for your job title and experience, explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a> and <a href="https://www.checksalaries.com/onboarding">add your own!</a>Use the <a href="https://my.visme.co/view/8roxdkrq-pay-transparency-law-map">interactive map below</a> to hover over each state in the U.S. to see what pay transparency laws exist (or don’t exist) in your location. To see the full explanation and official government document history for each law, refer to the full table down below.

<h2>2026 Proposed Pay Transparency Bill Tracker</h2>Pay transparency bills continue to pop up from all over the country. Refer to the below tracker to track current bills in progress for 2026 (scroll horizontally to view more information for each proposed bill).<figure class="table" style="width:96.43%;"><table class="ck-table-resized"><colgroup><col style="width:20.13%;"><col style="width:20.13%;"><col style="width:17.94%;"><col style="width:26.7%;"><col style="width:15.1%;"></colgroup><tbody><tr><td>State</td><td>Type(s) of Pay Transparency Bill</td><td>Who’s Affected</td><td>Bill</td><td>Status</td></tr><tr><td>Alaska</td><td>Required disclosure of pay rangeSalary history banPolicies against pay secrecy</td><td>All employers state-wide</td><td><a href="https://www.akleg.gov/basis/Bill/Detail/34?Root=SB%20%2078">SB 78</a>: Would require employers to disclose pay range for all job postings and impose a salary history ban. Employers would also be prohibited from retaliating against employees for sharing salary information with others.</td><td>Introduced 1/29/2025 (last hearing was <a href="https://www.akleg.gov/basis/Meeting/Detail/?Meeting=SL%26C%202026-04-08%2013:30:00&amp;Bill=SB%20%2078">04/08/2026</a>)</td></tr><tr><td>Iowa</td><td>Salary history banPolicies against pay secrecy</td><td>All employers state-wide</td><td><a href="https://www.legis.iowa.gov/legislation/BillBook?ga=91&amp;ba=SF187">SF 187</a>: Would impose a salary history ban and employers would not be able to retaliate against employees for sharing their salary.</td><td>In committee 2/3/2025 - no new 2026 updates yet</td></tr><tr><td>Kentucky</td><td>Required disclosure of pay range</td><td>All employers state-wide</td><td><a href="https://legiscan.com/KY/bill/HB362/2025">HB 362</a>: Would require employers to disclose pay ranges for all job postings.</td><td>Introduced 2/5/2025 - no new 2026 updates yet</td></tr><tr><td>New York</td><td>Required disclosure of pay rangePay data reporting</td><td>Employers with 4 or more employees</td><td><a href="https://www.nysenate.gov/legislation/bills/2025/A5906">A5906</a>: Would require employers to include benefit and other non-salary compensation information to be included in job postings (an amendment to the current requirement of disclosing pay ranges in job postings) and keep written records if they offer a salary outside of the posted range. They would also have to clarify what “range of compensation” actually means and provide pay range information to current employees.</td><td>Last hearing 2/11/2026 and is on the current floor calendar</td></tr><tr><td>Pennsylvania</td><td>Required disclosure of pay range</td><td>Employers with 15 or more employees</td><td><a href="https://www.legis.state.pa.us/cfdocs/billInfo/BillInfo.cfm?syear=2025&amp;sind=0&amp;body=H&amp;type=B&amp;bn=560">HB 560</a>: Would require employers to disclose at least the minimum salary to candidates offered a new role, promotion, or transfer. Would also require employers to annually notify current employees of their pay range in writing and ensure transparency for jobs with similar skill, effort, and responsibility.</td><td>Introduced 2/12/2025 - no new 2026 updates yet</td></tr></tbody></table></figure>

<h2>How Do State-Specific Pay Transparency Laws Work For Remote Positions?&nbsp;</h2>

Where the laws get confusing is when candidates or employees are remote and located elsewhere that isn’t clarified in the law.“When Colorado’s law first came out, many companies were posting remote job postings, but the postings were explicitly excluding Colorado applicants. A lawsuit was filed, and Colorado came in and said that if employers do this, they are operating in bad faith and skirting around the law. Ultimately, if the job can be performed in 49 out of 50 states, it can be performed in all 50 states, and employers must comply by posting ranges,” Seikaly explained.&nbsp;<h2>Pay Transparency Laws Outside The U.S. in Canada and the EU</h2>Pay transparency laws don’t only exist in the U.S.. In Canada, 5 provinces have passed pay transparency legislation: Ontario, British Columbia, Prince Edward Island, Newfoundland and Labrador, and Nova Scotia.Employers are required to provide wage and salary information for any public job listing they post in all 4 provinces. They have all also added salary history bans, and all except for Prince Edward Island require pay transparency reporting.&nbsp;The EU is also embracing pay transparency, having recently passed the <a href="https://figures.hr/post/how-countries-are-implementing-the-eu-pay-transparency-directive">EU Pay Transparency Directive</a> in 2023 that requires all 27 EU states to meet the directive byJune 2026, which requires employers to disclose wage information before the interview stage. EU countries that currently require wage information in job listings include Belgium, Malta, Lithuania, and Austria. There are 17 other countries that submitted draft laws to do the same, including Sweden, Cyprus, Denmark, Finland, Poland, France, Germany, Ireland, Italy, Netherlands, Romania, Slovakia, Slovenia, Czechia, and Latvia.&nbsp;This<a href="https://www.consilium.europa.eu/en/policies/pay-transparency/"> directive also requires E</a>U companies to share information about how much employers pay women and men for the same work. If it’s found from the reporting that the gender pay gap exceeds 5%, legal action will be taken in the form of penalties and fines for employers who break the rules.<h2>Looking Forward to Federal Pay Transparency Legislation&nbsp;</h2>Pay transparency is also gaining momentum on the Federal level. The <a href="https://www.congress.gov/bill/119th-congress/house-bill/17/text">Paycheck Fairness Act</a> was introduced in Congress on March 25, 2025 to prohibit employers from asking job applicants about their salary history. It would also require them to prove that pay disparities between genders are job-related if the bill gets passed.The <a href="https://www.checksalaries.com/resource-hub/the-importance-of-salary-transparency">importance of salary transparency</a> is becoming clearer and clearer with each passing day (and <a href="https://www.checksalaries.com/resource-hub/why-i-started-salary-transparent-street">interview we film</a>). Pay transparency laws weren't around 10 years ago. Now there are over 30 states that have some form of pay transparency law, with more on the way and a movement that continues to grow.

Author note: I’m Daniella Flores, a former engineer who writes about tech, money, and careers, member of the <a href="https://www.cnet.com/personal-finance/financial-review-board/">CNET Money Expert Review Board</a>, and career researcher that’s appeared in TIME, CNBC, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a> and add your own!Do you know if you're being underpaid? <a href="https://www.checksalaries.com/resource-hub/are-you-underpaid-free-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Send us an email ➡️ <a href="mailto:hello@checksalaries.com">hello@checksalaries.com</a>

Green featured image (for desktop) with an illustration of the united states map with color coded states based on their pay transparency laws and title text overlay that reads "Is pay transparency required in your state?"

Green featured image with an illustration of the united states map with color coded states based on their pay transparency laws and title text overlay that reads "Is pay transparency required in your state?"

Pay Transparency Laws By State and Country (2026)

Heads up: This article may include affiliate links or sponsored content from brands we trust. Using them doesn't cost you anything and helps support our mission.Performance reviews can feel super uncomfortable, but they're a great opportunity to potentially make your job a little easier while increasing your income.&nbsp;Annual review season is the perfect time to show how much you've grown in your role and how you'd like to shift your current position to better align with your overall career goals. This is also your chance to get on the same page as your manager about any miscommunications, misunderstandings, and expectations going into next year.But this season's most important opportunity? It's when hiring managers bring up bonuses and pay adjustments, basically setting you up to <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">ask for a raise</a>. Employers project a 3.5% average increase in pay raise budgets in 2026, according to <a href="https://www.imercer.com/articleinsights/2026-increase-budgets">Mercer</a>, a global professional services firm. That's an average and not the number that all companies, nor all employees, will experience. Keep in mind that your raise may be lower or higher than that.

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Companies are in a weird spot right now as they grapple with ensuring fair pay for employees while trying to optimize their spending in the current market conditions. You’ll have to get creative here. A raise can significantly impact your finances in all the best ways but how you go about asking for that raise may determine if you actually get one or not.&nbsp;This is why we love review season. When your performance improves, so should your pay! But don’t go into your meeting with money at the top of your mind. You’ll first need to best present your accomplishments and value to your manager, and show them how you’ve grown (and how you plan to continue to grow).Start with these steps and advice from a few experts we interviewed.Key takeaways:<ul><li>The preparation for your review starts with understanding your job description, the evaluation criteria, goals set for the year, and how you’ve grown in your role.</li><li>Highlight your achievements in a result-based format and how your contributions directly impacted the business.</li><li>Performance reviews are the perfect time to ask for a raise. Employers project a 3.5% average increase in pay raise budgets in 2026.</li><li>Continue to track your accomplishments and keep an open line of communication with your manager following the review.</li></ul>

<h2>1. Review Your Job Description</h2>It’s helpful to go back to your original job description and see how it’s changed over time. If you don’t have this handy, ask the human resources department at your company for a copy of the original job description.&nbsp;Review this description and cross-reference it with your current role. Understand your role and responsibilities, then compare that with what you’ve done over the past year. Think about the projects you worked on, any new responsibilities that were added to your workload, and how your job might’ve changed.

friends gif of joey thinking and pointing

<h2>2. Understand The Evaluation Criteria and Expectations</h2>To fully understand how you’ll be assessed, first review the evaluation criteria. These are usually found in an internal portal to make comments on and submit before your official review meeting with your manager. Revisit individual and team objectives as you think about your recent accomplishments and how they fit into those.“Make sure you’re clear on the goals that were set for the year, and reflect on whether your behaviors aligned with expectations and where you exceeded them,” says Edel Holliday-Quinn, former Senior Human Resources Chief Leadership Psychologist at the Centre for Leadership Psychology.<h2>3. Reflect on Goals and Achievements</h2>There are various communication gaps we experience at work, especially with our leadership. We may often hold back communicating when we can’t handle the increasing responsibilities in our role or when we’re at the top of our game because we figure that management has already noticed. When you get used to holding back so much, you’re shrinking your achievements and can easily lose sight of your goals.&nbsp;Reflect on any specific accomplishments, projects, and goals you’ve met since the last review. Even if you don’t think they’re a big deal, they are. Don’t leave anything out.&nbsp;<h2>4. Showcase Your Achievements</h2>Think of your biggest achievements from the year and how you can best market that progress to your manager. Just like you would highlight your accomplishments on your resume and <a href="https://www.checksalaries.com/resource-hub/job-interview-questions-and-answers">in an interview</a>, you’ll do the same in your performance review. &nbsp;

kylie saying "it's the highlight of my career"

“Always be concise. Instead of listing tasks, tie your goals and achievements directly to outcomes and use specific examples and metrics wherever possible,” says Dovilė Gelčinskaitė, Senior Talent Manager at Omnisend.&nbsp;For example, one of your accomplishments might be something along the lines of, “I spearheaded a last-minute project with an aggressive due date, which the team was able to launch on time and helped the program reach its metric goals of a 30% decrease in reported incidents and defects for the quarter.”Other examples of results you could include:&nbsp;<ul><li>Success metrics from ticketing or project tracking software</li><li>Reporting dashboards for product sales</li><li>Productivity stats for you and your team</li><li>A completed advertisement&nbsp;</li><li>Marketing campaign performance metrics</li></ul>Feedback from others that you work with cross-functionally may also help. “Include testimonials or input from key individuals who relied on your work,” Holliday-Quinn adds.<h2>5. Identify Strengths, Areas for Improvement, and Updated Goals</h2>Be ready to discuss what you excel at and how you're <a href="https://www.checksalaries.com/resource-hub/high-income-skills">building your skills</a>. Maybe you’re often the one who speaks up more than others in meetings, identifying a strength of strong communication. But you may also need improvement in your time management skills when your role requires that a majority of your time is spent in meetings. Your goals may reflect that theme as you discuss these different areas with your manager.When looking at these strengths and weaknesses and how they played a part in this year’s objectives, also prepare suggestions for future objectives or skills you'd like to develop.<h2>6. Prepare Questions</h2>Your performance review isn’t only for talking about the past year. It also includes what to work on going forward. Use this time to take advantage of how you can grow through this conversation. Ask about career growth opportunities, feedback, or support for professional development.&nbsp;Example questions:<ul><li>What areas do you think I excel in, and where could I improve?</li><li>What opportunities are available for career advancement or skill development in the coming year?</li><li>What are the key goals or priorities for my role/team this year, and how can I best contribute to achieving them?</li><li>With the growth I’ve had in this role and the results I’ve delivered, can we revisit my salary to better match my contributions?</li></ul>

This is also a good spot to ask for a raise! You’ve already given them all the data they need for why you deserve one. Our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a>,<a href="https://www.checksalaries.com/resource-hub/salary-negotiation-scripts"> salary negotiation scripts</a> and free <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Salary Negotiation Guide </a>will help you make sure you don’t leave any money on the table.<h2>Frequently Asked Questions (FAQs)</h2><h2>What should I say in a performance review?</h2>Managers usually run the performance review and will start the discussion with how you performed over the year. This is from their perspective, so they may naturally leave some things out since they don’t know what you don’t tell them.&nbsp;When it comes time for you to speak and respond to their comments, tell them about your specific accomplishments that they may not be aware of using metrics and examples like, “I led a project that improved sales by 35%”. Connect these achievements directly to the business and how it increased their revenue and met their goals. Then tie all of these together to ask about career growth opportunities and a possible raise.<h2>What not to say during a performance review?</h2>Not everyone’s performance review is going to be perfect. Some of us have had worse years than others. When it comes time to respond to your manager’s assessment, try not to get defensive. Avoid saying things like, “I’m stuck doing everyone else’s work” and making excuses, even if they’re true. Professionally accept their feedback and discuss your areas of improvement to make a plan going forward. When you talk about your contributions and the value you added that they may not know about, avoid vague wording like, “I worked hard at this”. Be specific.<h2>How should I ask for a raise in my annual performance review?</h2>Save any talk about raises for the end of the meeting. You don’t want to ask for more money before you discuss why you deserve it. Start your request with gratitude, then lean in using a negotiation script like this:“Thank you for your time today to discuss my performance. I’m enjoying the projects I’m working on and am proud of what we’ve been able to accomplish in the team. As discussed, my role has evolved significantly and I’ve taken on more senior-level responsibilities. Given my performance, like [mention 1 to 2 key accomplishments that best tie to business improvement] and the new scope of my work, I’d like to review my compensation. Based on my market rate research, data for similar roles and those hiring on the company’s website, and the value I’ve brought to the team, I believe a salary of [$X] would be appropriate.”<h2>What’s next?</h2>Once everything is prepared, rehearse how to present your achievements, discuss challenges, and <a href="https://www.checksalaries.com/resource-hub/discussing-salary-with-coworkers">talk about pay</a>. And don’t get too hung up on the scoring part of the evaluation.&nbsp;“Recognise that scoring above the standard benchmark is often challenging,” Holliday-Quinn says, “Benchmark systems are designed to identify and reward exceptional performance. Meeting the standard benchmark is still an achievement, so don’t undervalue that.”Following your review, establish a way to have an open line of communication for on-going periodic reviews and feedback throughout the year, such as bi-weekly or monthly one-on-one meetings. Continue to track your accomplishments throughout this time in a Google spreadsheet or anything that you can quickly and easily access.

Reviews are a two-way street, just like an interview. There are two people here, and at the end of the day they both want the same things – a smooth meeting with clear takeaways and more money in their pockets.That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella Flores, a former engineer who writes about tech, money, and careers, a current member of the<a href="https://www.cnet.com/personal-finance/financial-review-board/"> CNET Money Expert Review Board</a>, and career researcher that’s appeared in TIME, CNBC, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the<a href="https://www.checksalaries.com/resource-hub"> Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on<a href="https://www.linkedin.com/in/daniellamarquez/"> Linkedin</a>. Chat soon!Don’t forget to browse our other resources as you navigate your career:<ul><li><a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">How to Find Your Market Rate</a></li><li><a href="https://www.checksalaries.com/resource-hub/pay-discrimination">What is Pay Discrimination?</a></li><li><a href="https://www.checksalaries.com/resource-hub/salary-negotiation-myths">9 Salary Negotiation Myths Debunked</a></li><li><a href="https://www.checksalaries.com/resource-hub/negotiate-benefits">How to Negotiate Benefits</a></li><li><a href="https://www.checksalaries.com/resource-hub/401k-rollovers">A Guide to 401(k) Rollovers</a></li></ul>If this guide helps you land a higher-paying job, let us know! Send us an email ➡️ hello@checksalaries.comFor more Salary Transparent Street resources:<ul><li>Want to join the movement? Explore thousands of individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.checksalaries.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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How to Prepare for a Performance Review in 6 Steps

Your gender shouldn’t have anything to do with how much you get paid. It also shouldn’t have anything to do with how much you’re able to negotiate for. However, we unfortunately live in a world where discrimination happens and that discrimination can even lead to long-term financial impact.The <a href="https://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/#:~:text=The%20gender%20pay%20gap%20%E2%80%93%20the,every%20dollar%20earned%20by%20men.">gender pay gap</a> shows that women earn 82 cents for every dollar earned by men. Additionally, transgender women earn 60 cents, and transgender men and non-binary folks earn 70 cents for every dollar a cisgender man earns, according to the <a href="https://www.hrc.org/resources/the-wage-gap-among-lgbtq-workers-in-the-united-states">Human Rights Campaign</a>. These can lead to thousands and even millions of dollars less earned over the lifetime of their careers.&nbsp;

<a href="https://www.gsb.stanford.edu/faculty-research/faculty/margaret-neale">Margaret Neale</a>, a professor at Stanford, did an interesting analysis that shows that not negotiating is equivalent to working an additional 8 years. This shows that <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiating salary</a> is absolutely important for not only your financial well-being, but also your professional success in your career trajectory.&nbsp;Negotiations themselves can’t solve <a href="https://www.checksalaries.com/resource-hub/pay-discrimination">pay discrimination</a>, the gender pay gap, and wealth gap in America - but they are still important. No matter your gender, you should have that skill in your back pocket ready to go at any time.&nbsp;This is why we spoke with Kathryn Valentine, the CEO of<a href="https://worthmorestrategies.com/"> Worthmore Strategies</a>, a consulting firm focused on advancing women in the workplace, to dig into negotiating regardless of your gender.&nbsp;

Key points:<ul><li>There are gender stereotypes that play into negotiations.</li><li>A collaborative mindset combined with effective language during negotiations can increase your chances of success.</li><li>It isn’t your fault that a company is discriminating against you in negotiations based on gender. It’s the company’s fault.</li></ul><h2>Is there a gender gap in salary negotiations?</h2>No, there is actually not a gap between which gender negotiates more. That happens to be a myth. But there is a gap between how different genders are treated in certain situations due to gender stereotypes.

Kathryn dug into research from <a href="https://www.cmu.edu/dietrich/sds/people/faculty/linda-babcock.html">Linda Babcock</a>, a professor at Carnegie Mellon, on the topic that sheds some light into the progress of negotiations over time. “Back in the early 2000s, men were negotiating about 7 times as often as women. The good news is there has been a lot of media attention and education on that in the past 20 years and recent research by Lee and Kray showed that men and women are negotiating at equal rates, but women are only successful half as often.”&nbsp;A big factor that holds people back from successful negotiations or <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a> is the fear of backlash. “New research by <a href="https://projects.iq.harvard.edu/hbowles/home">Hannah Riley Bowles</a>, a professor at Harvard, shows that the risk of backlash is highest in gender non-congruent negotiations, for example, when men negotiate flexibility or women negotiate pay.” Fears of backlash can even lead to workers thinking that they could possibly <a href="https://www.checksalaries.com/resource-hub/can-you-lose-a-job-offer-by-negotiating-salary">lose a job offer by negotiating salary</a>.Knowing how to get around those fears, manage risks, and find strategies that work the best for you is key for a successful negotiation.&nbsp;<h2>Strategies for a Successful Negotiation</h2>Thanks to <a href="https://www.checksalaries.com/resource-hub/pay-transparency-laws">pay transparency laws</a> spreading across the country, several companies now list salary ranges on job postings. These numbers can help immensely to set expectations when talking about pay.Before diving into any negotiation, first determine what your market salary would be. Use our free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Research Guide</a> to help with that.&nbsp;Once you have that number, determine the absolute lowest you’re willing to accept a job for and the highest you can go based on your market rate. This will help you determine an estimated salary range when negotiating.During any negotiation, it’s important to know what you can and can’t negotiate for. Things like salary, signing bonus, and commissions are all acceptable things to negotiate for. Benefits like flexibility, remote work, additional training, retirement savings and even vacation days are all <a href="https://www.checksalaries.com/resource-hub/negotiate-benefits">negotiable benefits</a>.

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When thinking of what you want to negotiate for, Kathryn recommends asking yourself what it is you truly want, “Ask yourself: what can I ask for that will help me be more successful? Less stressed? Happier?”. Once you know exactly what it is you want, ask for these relationally.<h2>Examples of Effective Language</h2>Kathryn gives a great example <a href="https://www.checksalaries.com/resource-hub/salary-negotiation-scripts">salary negotiation script</a> for some effective language to use when negotiating, “For example, ‘As you know, last year I delivered 10% over my annual target. I think I can hit 15% this year, but to fully focus. I recently came across this benchmarking study and was surprised to see the average in my role is 10% higher than my current pay, even though I’m a top performer. How can we close that gap?’”.

darryl office gif saying make it happen captain

Another strategy that Kathryn recommends is to approach negotiations with a collaborative mindset. “Instead of approaching a negotiation as me vs. you, go in with an ‘us vs. the problem’ mindset. The problem is anything that prevents you from delivering the highest impact at the lowest stress level. Those things are a problem for the employee and the employer.”“Approaching the negotiation as something we can solve together increases chances of success and reduces the risk of backlash. For example, in a job offer negotiation you could say something like, ‘Given my background, I can deliver in this role. However, I do have another offer for a 20% higher salary. I've really enjoyed getting to know you and this company and I want to be here. Can you help me close that gap so I can join your team and start contributing here?’”<h2>Things That Are Out of Your Control</h2>As we know with every negotiation, there are things out of your control and toxicity in company culture that you should be aware of. If something doesn’t feel right to you during any negotiation, know when to walk away.

devil wears prada gif getting out of the elevator

Kathryn shares what she would do in a situation where it isn’t a good fit. “We know that combative (or assertive) negotiations is a gender-stacked situation in which women are set up to fail because it triggers societal gender norms that result in backlash. So whenever I'm negotiating with someone who refuses to discuss these topics collaboratively, I get wary. Is this someone I really want to work with?”&nbsp;I echo what Kathryn said but would add that transgender and gender nonconforming folks may feel this backlash as well.<h2>It’s Not You, It’s Them.</h2>Negotiating salary is one of the most important skills you need in your career, regardless of your gender. It’s always in your best interest to do so and if a company ever makes you feel like your gender is the problem in those negotiations, it’s not you – it’s them. Know when to walk away.

<a href="https://hbr.org/search?term=kathryn%20valentine&amp;search_type=search-all">Kathryn Valentine</a> is the CEO&nbsp; of Worthmore Strategies, a consulting firm focused on advancing women in the workplace. She has spoken at Harvard, Wharton, and Darden business schools, and her work has been featured in  <a href="https://hbr.org/2022/10/3-negotiation-myths-still-harming-womens-careers">Harvard Business Review</a>, the <a href="https://f1v3ff69.r.us-east-1.awstrack.me/L0/https:%2F%2Fwww.wsj.com%2Farticles%2Fyou-found-out-your-co-worker-makes-more-can-you-ask-for-a-raise-11670128550/1/01000184ea35b281-a129ff62-f1ed-4c74-865a-29b6eb928748-000000/DY3R0_XjdmMGYZl4FF7KaSRzZzo=299">Wall Street Journal</a>, <a href="https://www.fastcompany.com/90683849/want-to-prevent-burnout-try-negotiating?partner=feedburner&amp;utm_source=feedburner&amp;utm_medium=feed&amp;utm_campaign=feedburner+fastcompany&amp;utm_content=feedburner">Fast Company</a>, <a href="https://www.forbes.com/sites/jenniferpalumbo/2021/12/29/how-women-can-negotiate-a-raise-and-advocate-for-their-careers/?sh=2f0b156e1e78">Forbes</a> and <a href="https://www.businessinsider.com/personal-finance/gender-pay-gap-2022-3">Business Insider</a>. You can download her free list of <a href="https://view.flodesk.com/pages/5fd8ba0b7f6569a396ccbbd2">75 Things Women Can Negotiate</a>.<h2>Are you being underpaid? Find out with our free quiz 👇</h2>&nbsp;

Alright, that wraps it up for this week! I’m Daniella Flores, a former software engineer turned career researcher who writes about tech, money, and different jobs. My work has been featured in TIME, CNBC, CNET, Business Insider, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub </a>(thank you for the opportunity, Hannah!) If you want to connect, follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!Do you know if you're being underpaid? <a href="https://www.checksalaries.com/resource-hub/are-you-underpaid-free-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">Market Salary Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@checksalaries.com

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How to Get Paid More Regardless of Your Gender

It’s no secret here that it’s important to <a href="https://www.checksalaries.com/resource-hub/negotiate-salary-offer">negotiate your salary</a> and advocate for yourself, no matter the circumstances. However, several salary negotiation myths could be holding you back from doing just that.

Harmful narratives like “negotiating salary might be seen as combative” or “I shouldn’t get greedy” come from these myths, <a href="https://finance.yahoo.com/news/3-most-common-reasons-why-110051961.html">preventing employees from negotiating</a> and ultimately keeping them underpaid. I know it because I once had these same narratives running through my head.&nbsp;I didn’t negotiate at all for my first 2 jobs after college. I honestly thought I had no right to because I was so new to the field. Although I didn’t have any logical reason to think that, that fear comes from society’s general influence from the taboo of money and how talking about money can be seen as “rude”.&nbsp;Imagine if I negotiated my pay for those first 4 years of my career, what I could have done with that money, and how that would’ve affected my current salary. I feel jipped.&nbsp;It’s time to debunk these myths once and for all.

Did you negotiate your salary? New York City, NY📍#salarytransparentstreet

Key points:<ul><li>Negotiation myths keep workers overworked and underpaid, holding them back from years of additional earnings and wealth building.</li><li>Salary negotiation is a normal part of any hiring process.</li><li>Negotiating pay is a professional occurrence and demonstrates your value to the company. Especially when you come armed with your market rate.</li><li>Employers expect negotiations and are prepared for them. You should be too.</li></ul>

&nbsp;<h2>Myth #1: You’ll lose a job offer by negotiating salary.</h2>Why the myth exists:Thinking you might <a href="https://www.checksalaries.com/resource-hub/can-you-lose-a-job-offer-by-negotiating-salary">lose a job offer because you negotiated</a> is a common occurrence. Especially when you don’t have much experience negotiating. This myth arises from not having much experience negotiating and the fear of being seen as overly demanding.&nbsp;Debunking the myth:It isn’t a part of normal business operations to pull a job offer when a candidate negotiates, and could indicate a poor company culture.&nbsp;Negotiating salary is a common and expected part of the job offer process. Employers typically anticipate some level of negotiation when thinking about their budget for the position.&nbsp;<h2>Myth #2: You shouldn’t talk about pay too early in the interview process.</h2>Why the myth exists:This myth often stems from concerns about appearing overly focused on compensation rather than the job itself. Additionally, there may be a fear of pricing oneself out of consideration or creating an awkward conversation.Debunking the myth:

Discussing pay early in an interview process can actually benefit both parties. Many employers will even ask about salary expectations as a <a href="https://www.checksalaries.com/resource-hub/job-interview-questions-and-answers">job interview question</a>. It ensures alignment on salary expectations and avoids wasting time if there's a mismatch. It also demonstrates pay transparency and helps establish trust between the candidate and employer.Not knowing your market rate can put you at a disadvantage when interviewing for different jobs. You’ll need to do market research to make sure you’re getting paid fairly before moving forward in any hiring process. Use our <a href="https://www.checksalaries.com/resource-hub/free-market-research-guide">free Market Salary Research Guide</a> and <a href="https://www.checksalaries.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a> to help you bring up pay sooner rather than later.<h2>Myth #3: You shouldn’t ask for more money when the position already has a higher salary than your last job.</h2>Why the myth exists:Some individuals may believe that since the salary is already higher than their previous job, they shouldn’t push for more. The same thing applies when asking for a raise. They may fear that the employer would see them as entitled and greedy.&nbsp;Debunking the myth:Your worth is not solely determined by your previous salary. Asking for more is a common and reasonable practice, especially if the new role involves more responsibilities.&nbsp;It doesn’t matter how much of a <a href="https://www.checksalaries.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a> it is. Employers understand that candidates seek fair compensation based on their skills and the market value of the position.&nbsp;

Did you negotiate your salary? New York City, NY📍Salary Transparent Street™️

<h2>Myth #4: Only your salary is negotiable.</h2>Why the myth exists:Even though salary negotiations take center stage during job offers, money isn’t the only thing on the table. Many candidates may not realize that you can also <a href="https://www.checksalaries.com/resource-hub/negotiate-benefits">negotiate benefits</a> and perks.Debunking the myth:Employers often have flexibility in various components of the compensation package beyond just salary. Benefits like health insurance, vacation time, and professional development opportunities can all be subject to negotiation. Considering these factors holistically allows you to maximize your overall compensation and job satisfaction.

<h2>Myth #5: Negotiating is rude.</h2>Why the myth exists:There are cultural and societal norms that discourage discussions about money or perceived discomfort with assertiveness in negotiations. Some may fear that negotiating could be seen as ungrateful and hurt their chances of getting along with the employer. For instance, gender stereotypes may negatively affect negotiations. Even though research shows that <a href="https://www.checksalaries.com/resource-hub/gender-and-negotiation">women negotiate just as much as men do</a>, they may have entirely different experiences.&nbsp;Debunking the myth:Negotiating is a part of a professional hiring process and is far from rude. It's a crucial step in ensuring a mutually beneficial employment agreement. Employers anticipate negotiation and often respect candidates who advocate for themselves professionally.<h2>Myth #6: You should accept a low salary just because you’re younger.</h2>Why the myth exists:Younger individuals may feel pressure to accept lower salaries due to limited experience or the assumption that they should be grateful for any opportunity.Debunking the myth:Your age does not dictate your worth or what you deserve in terms of compensation. It's your skills, qualifications, and the contributions that matter. Accepting a low salary solely based on age perpetuates unfair compensation practices and undermines your value in the workforce.

Plus, <a href="https://www.checksalaries.com/resource-hub/pay-discrimination">pay discrimination</a> is illegal. Companies can’t discriminate against you based on your age, or anything else. Additionally, there are organized groups such as unions that exist for some of the <a href="https://www.checksalaries.com/resource-hub/highest-paying-trade-jobs">highest-paying trade jobs </a>that can help fight pay discrimination and negotiate on your behalf.<h2>Myth #7: You have to tell them your past salaries if they ask.</h2>Why the myth exists:There are historical hiring practices where employers commonly asked for past salary information as part of the hiring process. Some candidates may believe they are obligated to disclose this information to proceed with the application or negotiation process.Debunking the myth:You are not legally obligated to disclose your past salary to potential employers, and in many states, there are <a href="https://www.checksalaries.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that prohibit employers from asking for this information.&nbsp;Revealing past salaries can perpetuate wage gaps and undermine your ability to negotiate based on your qualifications and the market value of the position. Instead, focus on discussing your salary expectations and the value you bring to the role.<h2>Myth #8: You shouldn’t negotiate higher than the posted salary range.</h2>Why the myth exists:This myth may arise from concerns about overstepping boundaries or appearing unrealistic in negotiations. Some may believe that the posted salary range represents a firm limit set by the employer and that negotiating beyond it is not acceptable.Debunking the myth:The posted salary range is often a starting point for negotiation rather than a strict boundary. Employers typically have some flexibility in adjusting salary offers, and also provide salary ranges. Negotiating higher than the posted range is not uncommon, especially if you can demonstrate the value you bring.

<h2>Myth #9: Rejecting an offer will ruin future opportunities.</h2>Why the myth exists:It’s normal to be scared of burning bridges in your career. No one wants to be perceived as ungrateful or difficult to work with. Candidates may worry that turning down a job offer from a particular company could negatively impact their chances of securing future opportunities with that organization or within the same industry.Debunking the myth:Rejecting a job offer is a common occurrence and is unlikely to permanently damage your professional reputation or future prospects. While it's essential to handle the situation respectfully and professionally, employers understand that candidates may have valid reasons for declining an offer.

<h2>Approaching Negotiations With Clarity and Confidence</h2>Anytime a negotiation myth pops into your head, a great way to help debunk it is to talk about it. You aren’t the only one who has these doubts. Start <a href="https://www.checksalaries.com/resource-hub/discussing-salary-with-coworkers">discussions with coworkers</a> and friends about salary, <a href="https://www.checksalaries.com/resource-hub/how-to-ask-for-a-raise">how to ask for a raise</a>, and your negotiation fears.&nbsp;Being transparent about our salaries helps to face these myths head on. <a href="https://www.checksalaries.com/resource-hub/the-importance-of-salary-transparency">Pay transparency</a> arms us with the knowledge and tools to not only increase our income, but also help us understand our overall value as job candidates.&nbsp;Remember that negotiating is another way that you’re demonstrating your value. If you don’t value yourself in your career, who will?&nbsp;Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.checksalaries.com/salary-database">Salary Database</a>!Alright, that wraps it up for this week! I’m Daniella Flores, a former software engineer turned career researcher who writes about tech, money, and different jobs. My work has been featured in TIME, CNBC, CNET, Business Insider, and Investopedia (among many others). I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.checksalaries.com/resource-hub">Resource Hub</a> (thank you for the opportunity, Hannah!) If you want to connect, follow me on <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>. Chat soon!If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ hello@checksalaries.comFor more Salary Transparent Street resources:<ul><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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