Pay rise Advise

When you are not appreciated like this it’s time to either battle or move on.

It stinks it really does. Most workplaces don’t care about you, unless you are either

A) Making them money.

B) It’s a family ran business and you are part of the family.

c) You have something on a higher paid member of staff and at your click of your fingers you can bring the company crumbling to the ground.
 
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His grievance at the moment before he sorts his manager out is with hr /payroll and them going against the law regarding equal pay for employees doing the same job and getting paid different rates.
 
GaryTheSnail said:
When you are not appreciated like this it’s time to either battle or move on.

It stinks it really does. Most workplaces don’t care about you, unless you are either

A) Making them money.

B) It’s a family ran business and you are part of the family.

c) You have something on a higher paid member of staff and at your click of your fingers you can bring the company crumbling to the ground.
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Why if he likes the job? if he is forced out it is constructive dismissal
 
Inked1 said:
His grievance at the moment before he sorts his manager out is with hr /payroll and them going against the law regarding equal pay for employees doing the same job and getting paid different rates.
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Where does it say the OP is being paid less for the same role?
 
dowie said:
So what? Just compare with the on-site figures then. It's pointless to quibble over stuff like that, get some figures and use them in your argument for a wage or use them to figure out how much you should be asking for if moving elsewhere.



Try to keep your wage to yourself then and give them a target range if asked.



edit - actually if there is a constructive dismissal thing then that might be the way to go though really an employment lawyer would be better in that case. HR exists mostly to protect the management/execs from employees, going to HR about this could just as easily backfire and speed up their trying to get rid of OP.
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Thank you i will give ask to get a raise on 10% although i doubt i will get it but as they say.. if you don't try , you won't get. I always been asked by recruiters how much is my wage , it is one of the standard question they ask.
 
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Inked1 said:
His grievance at the moment before he sorts his manager out is with hr /payroll and them going against the law regarding equal pay for employees doing the same job and getting paid different rates.
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That isn't against the law unless it's related to discrimination on the basis of sex, disability, race etc. plenty of companies will have ranges/salary bands for various roles.
 
dowie said:
That isn't against the law unless it's related to discrimination on the basis of sex, disability, race etc. plenty of companies will have ranges/salary bands for various roles.
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Equal pay and the law - Acas

The law on equal pay, and how men and women must get equal pay for doing equal work.
www.acas.org.uk www.acas.org.uk
And men vs men, he also wrote he is disabled if you care to read his posts
 
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Inked1 said:

Equal pay and the law - Acas

The law on equal pay, and how men and women must get equal pay for doing equal work.
www.acas.org.uk www.acas.org.uk
And men vs men, he also wrote he is disabled if you care to read his posts
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I mentioned disability if you care to read my post... which was only one sentence long and which you've literally just quoted.

That he's disabled does not automatically mean that he's been discriminated against on the basis of his disability, nor is a protected characteristic an automatic reason to get a pay rise or to fall within a particular part of any pay range.
 
By law, men and women must get equal pay for doing 'equal work'. This is work that equal pay law classes as the same, similar, equivalent or of equal value.

This means someone must not get less pay compared to someone who is both:

  • the opposite sex
  • doing equal work for the same employer
Equal pay law applies to pay and contractual terms and conditions, including:

  • basic salary
  • basic wages
  • pension
  • working hours
  • annual leave allowance
  • holiday pay
  • overtime pay
  • redundancy pay
  • sick pay
  • performance-related pay, for example a bonus that's in the employment contract
  • benefits, for example gym membership or a company car
 
You've just copied and pasted from the link, now try reading and understanding the rest of that webpage, pay attention, for example, to the part that explains and gives an example of when differences might occur.

Are you really not following the key point here?
dowie said:
That isn't against the law unless it's related to discrimination on the basis of sex, disability, race etc. plenty of companies will have ranges/salary bands for various roles.
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It's not necessarily sufficient to just say you've not had a pay rise or to complain about being at the lower end of a band, if they can justify that via poor performance reviews etc.. then you're potentially stumped. It might be worth a shot to scare HR or to get something out of the company via a tribunal, an employment solicitor could advise on that but the notion that everyone in some given job must necessarily get the same pay is dubious, plenty of roles will have salary ranges or explicitly stated pay bands and people will be paid differently based on their skills, qualifications (and the market value of those skills and qualifications), performance in that role (not just time served) etc. so long as those pay differences can be justified for those reasons and aren't the result of discrimination on the basis of some protected characteristic then that's not illegal.
 
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You're still allowed to pay people differently based on qualification, experience, location, work patterns etc.

You'd get nowhere trying to claim everyone titled 'Software Engineer' in a company has to be paid the same for example, just because it's the 'same job' if they're of differing qualification levels, experience levels, skill levels etc. and the business can easily show why they value one person more than another.
 
Michy78 said:
Thank you i will give ask to get a raise on 10% although i doubt i will get it but as they say.. if you don't try , you won't get. I always been asked by recruiters how much is my wage , it is one of the standard question they ask.
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Meant to reply to this, just because they ask you doesn't mean you need to tell them, better to avoid doing so or give your expectations instead (especially if you're underpaid!).
 
Inked1 said:
"The point is also If anyone will start working in my department now, they will be earning more than me with 14 years service which is even more disheartening. "
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That is common though as markets change. Thus isn't discrimination though, as the pay discrepancy is due to hiring time and not a protected characteristic.
 
D.P. said:
That is common though as markets change. Thus isn't discrimination though, as the pay discrepancy is due to hiring time and not a protected characteristic.
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You're quite correct in that that is common, stay somewhere for more than say 4 years without a promotion and you're likely already lagging behind, however that is a risk for the company and a good HR team should be concerned about internal equity.

If someone were to fall way behind others in the company in the same job/pay band and there aren't other justifications (performance reviews, skills etc..) for it then that could leave a company vulnerable if they were accused of discrimination.
 
dowie said:
I mentioned disability if you care to read my post... which was only one sentence long and which you've literally just quoted.

That he's disabled does not automatically mean that he's been discriminated against on the basis of his disability, nor is a protected characteristic an automatic reason to get a pay rise or to fall within a particular part of any pay range.
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By the way I am a SHE and i am not disable . My chronic health condition is not obvious however this has nothing to do with my performance .

The main issue I have is that my direct manager does not support me at all and even in front of the evidence like in past , She has denied to rewards my performance to the point she was annoyed when i got nominated by the CEO of the company for an Award.

To be fair, if I didn't have this heath issue i would have left long ago but it has played a massive factor on my confidence though i never received back feedback on interviews for jobs I applied for .
 
Hi All , I hope you all well.

I finally got a very short reply from my manager after waiting 10 days for her response and chasing her once. She said my salary has been reviewed yearly since i started ( she is referring to the 1%-1.5 bonus which is not a pay rise ) and confirmed i will be taking about 3% increase this year. Also she completely ignored my offer to have a meeting with her and the fact that I have asked a 10% salary increase to bring me closer to midpoint salary based on my position and experience. She disregarded completely all the positive feedback from the clients i have attached in the email and all the achievement and tasks i have stated in the email to justify my salary increase .

I now feel the need to copy her boss to try to negotiate the ridiculous 3% increase i should be getting in 2023. I want to mention that on average, I barely receive a 1 to 1.5 % bonus per year for the last 10 years and that it was not a pay rise but just a yearly bonus .

She is clearly using her emotions against me because she never liked me so she is pushing me out strategically so she will again win her bully and discrimination victory . I don't want to give up on my pay rise negotiation even if i started looking around.

Do you have any advice if i shall copy her boss in and how i shall try to negotiate a better pay rise review ?
 
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