What’s the reason we have jobs? To get paid.&nbsp;You’d think that 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 United States. 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, &amp; avoid reporting on pay data. This gives the employer the upper hand in salary negotiations and <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">raise discussions</a>, which can cause pay gaps &amp; 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 equivalent work. This wage disparity exists across both private and public sectors, and mostly affects women of color.Pay transparency laws seek to change that, giving more power back to workers' as they fight for fair pay, negotiate salaries, and <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">ask for a raises</a>.Pay transparency laws can 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>15 states have pay transparency laws that require employers to disclose pay 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.salarytransparentstreet.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>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 requirements around pay data reporting.Required Disclosure of Pay RangePay transparency laws that require pay range disclosure exist in a variety of ways and change from location to location. Some laws require salary ranges to be posted in all job listings while other laws require disclosure upon candidate request or after the first interview.&nbsp;

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“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.Salary History BansSalary 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.Policies Against Pay SecrecyThanks 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.salarytransparentstreet.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></ul>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.Required Pay Data ReportingReporting on pay data helps to identify and eliminate any inequities in compensation.There are a handful of states including Illinois &amp; 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.For our European friends, the EU recently introduced pay transparency legislation that includes similar pay data reporting requirements. Under the directive, EU companies are required 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>Pay Transparency Laws By State &amp; Jurisdiction</h2><a href="https://my.visme.co/view/8roxdkrq-pay-transparency-law-map">Click through the interactive chart below</a> for pay transparency laws across the U.S. including what’s required in your state. To see the full explanation &amp; documentation of each law per state, refer to the full table down below.

US map of pay transparency laws per state

&nbsp;<h2>2025 Proposed Pay Transparency Bill Tracker</h2>Pay transparency bills continue to pop up from all over the country. Refer to the below tracker for what's been proposed so far in 2025.<figure class="table"><table class="ck-table-resized"><colgroup><col style="width:20%;"><col style="width:20%;"><col style="width:20%;"><col style="width:20%;"><col style="width:20%;"></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</td></tr><tr><td>Connecticut</td><td>Required disclosure of pay range</td><td>Employers with 1 or more employees</td><td><a href="https://www.cga.ct.gov/2025/TOB/H/PDF/2025HB-06517-R01-HB.PDF">HB 6517</a>: Amendment to <a href="https://www.cga.ct.gov/2021/act/pa/pdf/2021pa-00030-r00hb-06380-pa.pdf">current law</a> to include disclosure of benefits.</td><td>Introduced 1/24/2025</td></tr><tr><td>Delaware</td><td>Required disclosure of pay range &nbsp;</td><td>Employers with 11 employees or more</td><td><a href="https://legis.delaware.gov/BillDetail?LegislationId=141997">HB 105</a>: Would require employers to post salary ranges on all internal and external job listings and provide pay and benefits information before any offer or compensation discussion. Commission and tipped roles must also disclose their pay structures.&nbsp;</td><td>Introduced 1/29/2025</td></tr><tr><td>Indiana</td><td>Required disclosure of pay range</td><td>All employers state-wide</td><td><a href="https://iga.in.gov/legislative/2025/bills/house/1300/details">HB 1300</a>: Would require employers to disclose pay range and benefits in internal and external job listings.and prohibits employers from relying on wage history in determining wages.</td><td>Introduced 1/13/2025</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/docs/publications/LGI/91/SF187.pdf">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</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</td></tr><tr><td>Maine</td><td>Required disclosure of pay range</td><td>Employers with more than 10 employees</td><td><a href="https://legislature.maine.gov/backend/App/services/getDocument.aspx?documentId=107666">Legislative Document 54</a>: Would require employers to disclose pay ranges for all job postings.&nbsp;</td><td>Re-introduced 1/28/2025</td></tr><tr><td>Missouri</td><td>Required disclosure of pay range</td><td>All employers state-wide</td><td><a href="https://www.senate.mo.gov/25info/BTS_Web/Bill.aspx?SessionType=R&amp;BillID=87">SB 373</a>: Would require employers to disclose pay range to prospective employees upon request.</td><td>Second read 2/17/2025</td></tr><tr><td>Montana</td><td>Required disclosure of pay range</td><td>All employers state-wide</td><td><a href="https://bills.legmt.gov/#/laws/bill/2/LC0120?open_tab=sum">SB 313</a>: Would prohibit wage discrimination and require employers to disclose pay and benefit information in internal and external job listings.</td><td>Introduced 2/13/2025</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>In committee 2/24/2025</td></tr><tr><td>Oregon</td><td>Required disclosure of pay range</td><td>All employers state-wide</td><td><a href="https://olis.oregonlegislature.gov/liz/2025R1/Measures/Overview/HB2746">HB 2746</a>: Would require employers to disclose pay ranges and general benefit information in job listings.</td><td>Introduced 1/13/2025</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</td></tr><tr><td>West Virginia</td><td>Required disclosure of pay rangeSalary history banPolicies against pay secrecy</td><td>All employers state-wide</td><td><a href="https://www.wvlegislature.gov/Bill_Status/bills_text.cfm?billdoc=hb2826%20intr.htm&amp;yr=2025&amp;sesstype=RS&amp;i=2826">HB 2826</a>: Would require employers to disclose salary ranges and benefits in job postings, impose a salary history ban, and give protections to employees to discuss pay without fear of retaliation.</td><td>Introduced 2/24/2025</td></tr></tbody></table></figure>

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 Outside The U.S.</h2>Pay transparency laws don’t only exist in the U.S.. In Canada, 4 provinces have passed pay transparency legislation. As of 2024, British Columbia, Prince Edward Island, Newfoundland and Labrador, and Nova Scotia have pay transparency laws in place.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;Ontario is the most recent province to do the same in their proposed <a href="https://www.ola.org/en/legislative-business/bills/parliament-43/session-1/bill-149">Bill 149</a>, which will require pay information to be included in public job postings.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 by 2026. EU countries that currently require wage information in job listings include Austria and Latvia. Sweden and Poland have recently submitted draft laws to do the same.&nbsp;

<h2>The Rise &amp; Evolution of The Pay Transparency Landscape</h2>The <a href="https://www.salarytransparentstreet.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.salarytransparentstreet.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.Due to the rise of pay transparency, <a href="https://www.hiringlab.org/2023/03/14/us-pay-transparency-march-2023/">Indeed reported</a> that the amount of jobs disclosing salary information more than doubled from 18.4% to 43.7% between February 2020 and February 2023.

<h2>Where to Go From Here</h2>A new Federal bill <a href="https://www.congress.gov/bill/118th-congress/house-bill/1599/text?s=1&amp;r=2">HR 1599</a> was proposed to include pay ranges in all job postings, provide pay ranges to applicants, and provide pay ranges to existing employees for their positions. If the bill is passed, pay ranges across the U.S. would be required on all job listings from any “employer providing an employment opportunity” – which is a pretty big deal.The federal protections being proposed don’t stop there. The U.S. House of Representatives passed the <a href="https://www.congress.gov/bill/116th-congress/house-bill/7/text?r=2">Paycheck Fairness Act</a> on March 27, 2023. If the bill ends up getting signed into law, employers nationwide would be prohibited from asking job applicants about their salary history. It would also require them to prove that pay disparities between genders are job-related.It looks like there’s no stopping pay transparency across the country. This is only the beginning.&nbsp;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.salarytransparentstreet.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!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.salarytransparentstreet.com/salary-database">Salary Database</a>!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!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.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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Pay Transparency Laws by State: What's Required & What's Not

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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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?’”.

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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.

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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.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</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://salarytransparentstreet.beehiiv.com/p/underpaid-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.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.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

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.salarytransparentstreet.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

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.salarytransparentstreet.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.salarytransparentstreet.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>

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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.salarytransparentstreet.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.salarytransparentstreet.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.

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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.

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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.salarytransparentstreet.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.salarytransparentstreet.com/salary-database">Salary Database</a> and free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> can help when setting your market salary range.&nbsp;And for your job search, our <a href="https://www.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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! 👋If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ <a href="mailto:hello@salarytransparentstreet.com">hello@salarytransparentstreet.com</a>For 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.salarytransparentstreet.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.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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What To Do When You Get Laid Off

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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</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://salarytransparentstreet.beehiiv.com/p/underpaid-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.salarytransparentstreet.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.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.salarytransparentstreet.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.

tyra banks making a face at the camera saying "ooh"

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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.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.salarytransparentstreet.com/resource-hub/free-market-research-guide">How to Find Your Market Rate</a></li><li><a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">What is Pay Discrimination?</a></li><li><a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-myths">9 Salary Negotiation Myths Debunked</a></li><li><a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">How to Negotiate Benefits</a></li><li><a href="https://www.salarytransparentstreet.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@salarytransparentstreet.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.salarytransparentstreet.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.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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Cover image with a green background and 2 people discussing a performance review with title text overlay that reads "how to prepare for a performance review"

How to Prepare for a Performance Review in 6 Steps

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

prince harry motioning a mic drop with the word Boom

<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.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</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://salarytransparentstreet.beehiiv.com/p/underpaid-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.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.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

Desktop featured image with green background and title text overlay that reads how to negotiate benefits

Featured image with a green background and title text overlay that reads how to negotiate benefits

How to Negotiate Benefits & Other Things Besides Salary

Navigating the art of <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">salary negotiation</a> can be a difficult task, especially when you’re scared that you could lose a job offer because of it. Don’t let that fear get the best of you.&nbsp;Worrying about all the bad things that could happen will only add insecurity to your efforts. Have you thought about what good things might happen? Because there’s a higher chance of a good outcome from negotiating rather than a bad one like a rescinded job offer.&nbsp;There are people that work some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">highest-paying jobs without a college degree</a>. They're not only in the corporate world either. There are just as many <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">high-paying trade jobs</a> out there too. One reason they increased their pay is by negotiating their salary.&nbsp;Always negotiate your salary and benefits no matter what doubts may pop in your head. How you go about that is the secret sauce to getting what you want.

&nbsp;Key points:<ul><li>Job offers aren’t normally rescinded due to negotiating.</li><li>There are ways to avoid losing a job offer, but some things may be out of your control.&nbsp;</li><li>Don’t let fear stop you from negotiating and advocating for yourself. Always negotiate no matter what.&nbsp;</li></ul><h2>Can You Lose a Job Offer By Negotiating Salary?</h2>Can you really lose a job offer by negotiating salary? Well, yes and no. It’s actually a rare occurrence because employers expect people to negotiate when receiving a job offer. But it still happens as not all employers are the same. &nbsp;

For instance, <a href="https://www.thecut.com/article/ask-a-boss-job-offer-rescinded-after-negotiating.html">The Cut </a>published a letter from a woman who lost a job offer after negotiating, but most likely due to something that happened on the employer’s end. They almost didn’t publish the letter in fear that it would deter other women from negotiating, but thought it was important to share since the topic isn’t something that is talked about often.&nbsp;However, <a href="https://www.cnbc.com/2022/05/13/85-percent-of-americans-who-negtiated-a-job-offer-were-successful.html">a survey from Fidelity</a> found 85% of Americans and 87% of professionals ages 25 to 35 were successful when negotiating salary and benefits, meaning they got at least close to what they negotiated for. Remember, those odds are in your favor. If you let the fear of negotiating overcome you, you could lose out on some serious wealth building money in the future.<h2>Why Do Employers Rescind Job Offers?</h2>Usually it has little to do with you and everything to do with the employer. Pulling offers when a candidate negotiates is outside of normal business operations and could indicate that they lack a professional culture in their hiring process. If that’s the case, you probably don’t want to be working for them anyway.

On the other hand, there may be things happening on the employer side that fairly explains why they rescinded the offer, but they rarely reveal those details. They could’ve found a stronger candidate last minute, changed organizational needs, or received pressure to hire an internal candidate from higher up management.When negotiating salary and <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">benefits</a>, there will always be things outside your control. Instead, focus on what you can control.<h2>The Do’s &amp; Don’ts of Salary Negotiation</h2>There are several reasons why a job offer might be rescinded. When you can’t control much from what happens behind the scenes of the employer, you can at least control your end of the negotiation.Let’s dig into a few do’s and don’ts of salary negotiation so you can step into the discussion fully prepared.<h2>Don’t Make Unrealistic Demands When Negotiating</h2>When negotiating your compensation package or <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a>, avoid responding with excessive counteroffers or demands that are unrealistic. These could be demands that are against company policy, rebounding with a new ask each time they respond, and anyway that shows you are unwilling to meet an agreement.&nbsp;<h2>Do Provide Proof of Your Value</h2>Make sure you have a justifiable reason that has to do with your value as a candidate when negotiating. For example, when negotiating for a higher salary but using personal preference instead of presenting it as your market salary could appear as a red flag to the employer. Our <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Free Negotiation Guide</a> is a great resource to assist you in how to present your value to the company.

<h2>Don’t Be Combative or Aggressive</h2>This goes hand-in-hand with unrealistic demands, which could be seen as combative and an indication that you may be difficult to work with. If you act unprofessionally or aggressive during the negotiation, including passive aggressively, that could be another reason a job offer would be withdrawn.<h2>Do Make Sure to Be a Good Communicator During The Hiring Process</h2>When receiving a job offer, make sure to stay in constant contact with the recruiter and hiring manager in the most professional way possible. This includes when negotiating over the phone and email. Don’t leave them hanging for days without prompt communication of how long to expect when they’ll hear from you next. You want to show them that you are a good communicator and are reachable. This will also show them how you’ll perform in the new role and that you’re easy to work with when coming to an agreement.

<h2>Don’t Beat Around The Bush</h2>Talking about pay and benefits earlier in the interview process will help set expectations and prevent excessive negotiations after a job offer. If you were to ask about the salary in the first few interviews, that is an expected question to bring up and sets the stage for when negotiations come around during a job offer. Due to several <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws </a>across the country, it’s illegal in some states for them to refuse that question.<h2>Do Work On Your Timing</h2>Trying to negotiate after accepting a job offer or after a round of negotiations when terms were already agreed on could be a red flag as well, but isn’t always.&nbsp; If you decide to negotiate after accepting the job offer, we have a few <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a> to help you with handling that situation.&nbsp;<h2>When Job Offers are Non-Negotiable</h2>Another reason that isn’t talked about much is when a job offer is non-negotiable. If an employer sends you a job offer and states that it’s non-negotiable but you still try to negotiate, you may receive a response along the lines of, “This offer is non-negotiable and if that doesn’t work for you, then we can’t move forward.” In that case, it’s your decision to move forward with the job offer as-is or continue your job search.Considering a few of these reasons, you should still negotiate for a fair compensation package no matter what. It’s how you go about it that you should be careful of. Keep in mind what’s most important to you in that package, what isn’t, and what you’re willing to compromise on.

<h2>How to Avoid Losing a Job Offer During Salary Negotiations</h2>There will always be doubts that come to mind when approaching negotiations. Some call it “imposter syndrome”, but in reality it’s a very real and universal insecurity many folks share. Asking for money and advocating for your needs in any setting is uncomfortable, especially with added pressure from a job offer. Those doubts are just that - doubts. They aren’t real and are grounded in all the “what-ifs” that cycle through our mind when we get scared.But employers are not all evil overlords waiting to pull the rug out from every candidate that negotiates. Companies value people who advocate for themselves. If they don’t, how could they advocate and make sound decisions for the company in their job position?So, even if it’s possible to lose a job offer, it isn’t necessarily because you decided to negotiate. Always negotiate and advocate for yourself no matter what and use our <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Free Negotiation Guide</a> as your own personal blueprint.

&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.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</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://salarytransparentstreet.beehiiv.com/p/underpaid-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.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.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 &nbsp;

Featured image with green background and illustration of people negotiating with title text that reads can you lose a job offer by negotiating 

Losing a job offer just by negotiating seems pretty unfair. Does that even happen? Let's dig in and learn the do's and don'ts of negotiating (and grab our Free Salary Negotiation Guide while you're at it).

Can You Lose a Job Offer By Negotiating Salary?

Imagine this: There are two coworkers who share the exact same role, experience, skills, and responsibilities. They’re both dedicated, driven, positive, and collaborative. But one makes $10,000 less than the other.&nbsp;

For many, perhaps even you, this isn’t a hypothetical situation. It’s the reality of pay discrimination (also referred to as wage discrimination). It doesn’t matter if you’re the employee or employer. Anyone can play a part in it and many don’t even realize they’re doing it.&nbsp;To find out if you’re a victim of pay discrimination, you’ll need to first understand what pay discrimination is in its many shapes and sizes. Then join us in fighting the good fight: stopping pay discrimination once and for all.Key points:<ul><li>Pay discrimination is illegal but it still happens all the time.</li><li>You can be discriminated against based on your race, gender, ethnicity, and other demographic characteristics.</li><li>There is a long history of pay discrimination and the pay gap is shrinking, but we still have a ways to go.</li><li>You have several legal rights that can help you fight back.</li></ul>

&nbsp;<h2>What is pay discrimination?</h2>Pay discrimination happens when employees are paid less than their equal counterparts on the basis of their race, gender, sexual orientation, ethnicity, age, ability, or other demographic characteristics.&nbsp;It also affects more than just the impacted individual. Pay discrimination can perpetuate social and economic inequalities for generations.Pay discrimination isn’t just unfair. It’s illegal.<a href="https://www.eeoc.gov/history/equal-pay-act-1963#:~:text=To%20prohibit%20discrimination%20on%20account,production%20of%20goods%20for%20commerce.">The Equal Pay Act of 1963</a> prohibits employers from pay discrimination on the basis of sex. A not-so-fun fact is that when the act was passed, women workers were earning <a href="https://www.census.gov/library/publications/2022/demo/p60-276.html">only 59 cents</a> to mens’ dollar.

Since then, multiple laws have targeted pay discrimination based on race, color, sex, religion, national origin, and age. Then in 2009, the <a href="https://www.congress.gov/bill/111th-congress/senate-bill/181#:~:text=Lilly%20Ledbetter%20Fair%20Pay%20Act%20of%202009%20%2D%20Amends%20the%20Civil,individual%20is%20affected%20by%20application">Lilly Ledbetter Fair Pay Act</a> clarified that all inequitable and discriminatory payments are illegal…period.A few states are taking things a step further with laws around pay transparency and wage history:<ul><li>California, New York, Colorado, Nevada, and Connecticut all prohibit employers from asking about salary history.</li><li>Want to learn if your state has any of these laws? Check out our complete list of <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws by state</a>, including progress on proposed bills on both a state and federal level.&nbsp;</li></ul><h2>Different Forms of Pay Discrimination</h2>There isn’t only one type of pay discrimination. There are several and some can even overlap.&nbsp;Here’s a rundown of the biggest forms of pay discrimination we’re fighting today 👇<h2>Gender Discrimination</h2>Today, women are participating in the labor market at near-record rates. The wage gap has significantly decreased but it hasn’t disappeared. And no, it isn’t because women aren’t negotiating – that’s a myth. When it comes to<a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation"> gender and negotiation</a>, women actually negotiate more than men.&nbsp;Women now earn <a href="https://nwlc.org/resource/the-wage-gap-robs-women-working-full-time-year-round-of-hundreds-of-thousands-of-dollars-over-a-lifetime/#">84 cents for every dollar</a> paid to a full-time working man. That adds up to nearly $10,000 less per year in median earnings. 🤯When women become moms, they’re either <a href="https://www2.census.gov/ces/wp/2017/CES-WP-17-68.pdf">less likely</a> to be hired and typically offered a lower salary than their male counterparts. On average, moms working full-time <a href="https://nwlc.org/resource/mothers-wage-gap/#:~:text=Among%20full%2Dtime%2C%20year%2D,month%20or%20%2418%2C000%20a%20year.">earn just 74 cents for every dollar</a> paid to a dad in the US.It only gets worse with age. In 2022, women ages 25 to 44 made 88% of what men their age made, while women 65 or older earned just <a href="https://www.americanprogress.org/article/5-facts-from-the-2022-wage-gap-data/">78%</a> of men their age.

There are a few potential reasons this pay gap exists. Women are underrepresented in <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying jobs</a> like managerial and <a href="https://www.pewresearch.org/science/2021/04/01/stem-jobs-see-uneven-progress-in-increasing-gender-racial-and-ethnic-diversity/">STEM occupations</a>, but they’re overrepresented in lower-paying jobs, like education and services.

Celebrating women in STEM this #womanshistorymonth! #salarytransparentstreet #stemcareers

But even when comparing apples-to-apples (AKA comparing the salaries of men and women in the exact same job), the wage gap exists…and that’s because of bias. A <a href="https://insights.som.yale.edu/insights/women-arent-promoted-because-managers-underestimate-their-potential">Yale School of Management study</a> found that women got higher performance ratings than men, but were consistently and incorrectly judged as having less leadership potential.What’s the big picture here? The cumulative cost of the gender pay gap to women has amounted to $61 trillion since 1967, the first year of available US Census Bureau data. That’s nearly 3x our country’s GDP.<h2>Racial Discrimination</h2>Over the past five years, the racial wage gap has been <a href="https://www.nytimes.com/2023/06/19/briefing/juneteenth-racial-wage-gap.html">shrinking</a>. However in 2023, non-white workers in the U.S. experience large pay gaps compared to their white peers.&nbsp;For <a href="https://www.gao.gov/products/gao-23-106041">every dollar </a>paid to white, non-Hispanic men:<ul><li>Asian women are paid 97 cents.</li><li>White women are paid 79 cents.</li><li>Native Hawaiian or Other Pacific Islander women are paid 66 cents.</li><li>Black or African American women are paid 63 cents.</li><li>Hispanic or Latino women are paid 58 cents.</li><li>American Indian or Alaska Native women are paid 58 cents.</li></ul>

Why is this happening? Racial minorities are overrepresented in <a href="https://www.bls.gov/cps/cpsaat39.htm">lower-paying</a> jobs. Economic theorists often blame the racial pay gap on differences in education, experience, and the fact that Black workers are more likely to live in lower-wage Southern states. Yet, even when controlling for these factors, Black workers <a href="https://www.epi.org/unequalpower/publications/understanding-black-white-disparities-in-labor-market-outcomes/">earn 14.9%</a> less than white workers. Sounds like a bad case of employer bias.<h2>Sexual Orientation/Gender Identity Discrimination</h2><a href="https://www.hrc.org/resources/the-wage-gap-among-lgbtq-workers-in-the-united-states">36%</a> of LGBTQIA+ workers say they have experienced discrimination in the workplace. Overall, LGBTQIA+ workers earn about 90 cents for every dollar that straight and cisgender workers earn and are less likely to have access to health insurance and other <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">employer benefits</a>.

<h2>Age Discrimination</h2>More than 40% of workers over the age of 40 <a href="https://www.axios.com/2023/09/02/ageism-age-discrimination-statistics-america-2023-workplace#:~:text=More%20than%2040%25%20of%20workers%20over%20the%20age%20of%2040%20say%20they%27ve%20experienced%20age%20discrimination%20at%20work%20in%20the%20last%20three%20years%2C%20according%20to%20a%20recent%20AARP%20survey.">say</a> they've experienced age discrimination at work in the last three years. The role of bias is no secret here. Employers <a href="https://www.ziprecruiter.com/blog/despite-a-tight-labor-market-older-workers-cite-widespread-ageism/">admit</a> that they're looking for younger talent. 47% say they're worried about older workers' tech skills and 25% say they'd pick a 30-year-old over a 60-year-old, even if both candidates were equally qualified.<h2>Disability Discrimination</h2>Workers with disabilities earn <a href="https://disabilitycompendium.org/compendium/2020-annual-disability-statistics-compendium?page=10">84%</a> of what workers without disabilities earn. This is often about accessibility, something that adds to the "disability tax". This tax represents the higher cost-of-living (and frustration) people with disabilities face while having less stable jobs. <a href="https://www.salarytransparentstreet.com/resource-hub/jobs-for-people-with-disabilities">Jobs for people with disabilities</a> may not provide workers with the accommodations they need, like a wheelchair ramp or a screen reader.<h2>So, what can you do about it?</h2>Here are 3 simple steps you can take:&nbsp;<ol><li>Know your worth. Compare your salary to the market rate for your specific experience and position to identify discrepancies—which may be indicative of discrimination. Check out our <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">free market research guide</a> to find your market rate, then compare to our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>. Also look at what kind of policies your employer has about discrimination so you can identify any times they’ve been broken.</li><li>Ask for regular salary reviews. Salary reviews allow you to openly communicate with your employer, negotiate your salary, and make appropriate adjustments. Need help negotiating? We’ve got <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">a free guide</a> for that. Also check out our free list of <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a>!</li><li>Vote! While recent legislation has improved salary transparency and pay equality, there’s still progress to be made. <a href="https://www.vote.org/">Know the candidates on your local ballot</a> and vote!</li></ol>

<h2>How do I know if I’m a victim of wage discrimination?</h2>Even after doing everything you can to advocate for yourself, you may still fall victim to pay discrimination.&nbsp;Here’s what you can do:<ol><li>Know the policies. Thanks to the <a href="https://www.worker.gov/discussion-of-pay/">National Labor Relations Act</a>, it is your legal right to <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">talk about pay</a> with your employer, without fear of retaliation. Your employer may have additional policies for compensation, complaints, promotions, and/or discrimination claims. Review these too.</li><li>Gather any “proof,” including your market rate, pay stubs, info about your past experience, your coworkers’ pay and experience, and job descriptions. Make sure to take notes from any meetings, emails, or other communications related to your pay.</li><li>Seek internal support. Request a meeting with your boss or HR to present the issue and walk through your proof. Document the date you met and who was present, detail what you discussed during the meeting, explain how you found out about the pay discrepancy and the proof you presented, and communicate exactly how your boss or HR rep responded. After you meet, send a follow-up email to confirm what happened during the conversation.&nbsp;</li><li>Find a group. If you’re a member of a union, ask about filing a grievance or find out whether pay discrimination is covered in your collective bargaining agreement. This is a common occurrence in many <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">high-paying trade jobs</a>. And if you’re not part of a union? Team up with your coworkers to start a petition or organize a company-wide meeting.</li><li>File a complaint with the EEOC or your state’s enforcement agency. Call the <a href="https://www.eeoc.gov/filing-charge-discrimination">US Equal Employment Opportunity Commission</a> hotline at 800-669-4000. If you don’t want to file a complaint, you can still speak with an EEOC counselor to learn more about your legal rights.</li><li>Speak with an attorney. Learn your legal rights before you move beyond internal complaints. <a href="https://www.equalrights.org/">Equal Rights Advocates</a> is a great resource. They offer free, confidential legal advice.</li></ol><h2>Are you being underpaid? Find out with our free quiz 👇</h2>&nbsp;

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, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. 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.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Want to learn more about how pay discrimination shows up in everyday work-life? <a href="https://salarytransparentstreet.beehiiv.com/subscribe">Read our weekly Salary Transparent Street newsletter</a> to stay up to date on all things compensation, money, and getting paid what you’re worth.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>Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</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!&nbsp;</li><li>Send us an email ➡️ hello@checksalaries.com</li></ul>

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