Start telling colleagues how much you earn — it could land you both a pay rise

Gathering intel from colleagues could help you earn more money (Picture: Shutterstock / Zamrznuti tonovi) It’s a notion that will likely leave the most British among us sweating in abject terror, but according to a finance specialist, you need to start talking to colleagues about your salary. Businesswoman Vivian Tu, more commonly known online as Your Rich BFF, recently appeared on the Great Company podcast with Jamie Lang, where she urged people in their 20s to discuss money with friends. And one of her biggest tips was to be more open about salaries in the workplace. The 32-year-old claimed doing so had helped land her and a co-worker more money. In one of her first jobs, Vivian wanted to ask for a raise, but wasn’t sure whether the salary she had in mind was ‘realistic’. So ahead of her end-of-year review, she pulled an older, more experienced colleague aside to ask what she was earning. Her co-worker was hesitant to share the figure at first, but agreed to do so as long as her name was kept out of things. Ask Metro Use AI to go deeper into the stories you care about – powered by Metro and trusted publications. Vivian says she went into the review, laid out everything she had achieved in her role, and then asked for a raise commensurate with her accomplishments. The amount she asked for was the same figure her colleague had disclosed earlier. Her request was granted, and she was quick to inform her colleague about it, so she too could then ask for more money to reflect her wealth of experience. And Vivian claims they both ended up getting exactly what they asked for. But is it actually a good idea to do this? Metro asked a workplace expert for their thoughts on discussing salaries with co-workers, and they revealed the dos and don’ts. Experts recommend speaking with trusted colleagues (Picture: Shutterstock / GaudiLab) Can you get in trouble for discussing salaries at work? Amanda Augustine, resident careers expert at Careerminds UK and a Certified Professional Career Coach (CPCC), urges people to take a look at their contract and company policies before having any conversations about salaries with colleagues. ‘Some organisations may include confidentiality clauses in employment contracts, or policies around sharing compensation information,’ she explains. ‘If you’re unsure where your employer stands, it’s worth reviewing your contract before having those discussions.’ But if there’s nothing like this in there, you should be good to go. ‘Many people worry they’ll get in trouble for discussing pay, but that’s not necessarily the case. In the UK, employees have legal protections when discussing pay for the purpose of uncovering potential pay discrimination, so employers can’t simply ban those conversations across the board.’ The biggest risks tend to be interpersonal, rather than legal, according to Amanda, as many people find the topic awkward and discovering that a colleague earns significantly more/less than you could cause resentment and put a strain on your working relationship. Have a read of your employment contract and company policies before having any conversations with colleagues (Picture: Shutterstock / Gorodenkoff) What does the law say? Even if you do have a pay secrecy clause in your contract, you are still able to discuss pay at work if you think discrimination may have occurred. Section 77 of the Equality Act 2010 states that employers cannot enforce contractual terms that restrict employees from discussing pay, if the purpose of that discussion is to discover whether discrimination has occurred. The business legal team at Sprint Law explains: ‘In plain English, it means that an employee is legally protected if they ask, share, or compare pay information to check whether a difference in pay might be linked to a protected characteristic – such as sex, race, disability, age, religion, or belief. ‘The law doesn’t require the employee to prove that discrimination actually occurred – only that the purpose of their discussion was to find out whether it might have.’ How do you broach a conversation about salary with colleagues? Amanda claims it’s best to have these kinds of conversations with people you’ve built up trust with. ‘You’re much more likely to get an honest answer from someone you’ve built trust with than from a colleague you barely know,’ she shares. ‘Think about the people you work closely with and have a good relationship with. Explain why you’re asking, whether you’re preparing for a pay review or simply trying to understand if your salary is competitive. If they aren’t comfortable sharing, respect their decision and leave it there. ‘Salary is still a personal topic for many people, and pushing for an answer isn’t worth damaging your working relationship.’ The expert goes on to say that your colleagues’ salaries are only ‘one piece of the puzzle’ and just because they share your job title, it doesn’t mean you’re automatically entitled to a matching salary. ‘There are often legitimate reasons why two people earn different amounts, from experience and specialist skills, to tenure, performance, or even the market conditions when they were hired,’ the expert explains. Because of this, she recommends focusing less on what others earn, and instead on the value you bring to the table. ‘The intel you gather from colleagues should simply help you sense-check the figure you’re asking for. Build your case around the responsibilities you’ve taken on, the results you’ve delivered, and the ways you’ve contributed to the organisation.’ It’s also important to look into the current market rate for your role, to determine whether you’re being paid fairly in the context of the wider market. ‘Salary conversations can reveal very different things,’ Amanda adds. ‘You might discover you’re underpaid compared with your peers, or you might realise the organisation as a whole pays below market rate. Deals of the Day Wuka launches the UK’s first period-proof swimwear for heavy flows Bridgerton fans are rushing to buy these new Netflix-inspired perfumes now £12 off The affordable summer wardrobe update you'll wear from rooftop drinks to beach holidays The £7.99 lip balm beauty fans love for glossy, hydrated lips just dropped four new shades This Keskine hydrogel mask could fix your summer skin ‘Knowing which situation you’re dealing with helps you decide whether it’s worth negotiating internally or whether it’s time to start exploring opportunities elsewhere.’ How to ask your boss for a raise at work Nick Goldberg, the founder and CEO of digital coaching company Ezra, previously shared his top tips for asking for a pay rise with Metro. Like Amanda, he advises people to ‘know their worth’ before speaking to their boss. ‘Salary comparison websites, recruitment agencies and HR departments can all help you find out how much you should be getting, based on your occupation and experience,’ he says. ‘Depending on the job, you may have hard evidence to justify why you deserve a pay rise, such as sales targets reached, contracts signed, important projects and/or goals met.’ Next, remember that timing is everything. Knowing when to ask can be just as important as how to ask. He suggests picking a time when everyone is in a good mood, such as after the successful completion of a big project, or after signing a big client contract. When you do get around to asking, he claims confidence is key. ‘A pay rise should be approached in a professional way,’ he states. ’Confidence is important in this type of conversation – speak slowly and deliberately and reinforce your points.’ You’ll also want to be precise, write out a proper pay rise proposal, avoid ambushing your boss on the spot, and make sure they have some kind of warning of your intention. For the latter, you could request a performance review and make it clear you’d like to discuss pay. Finally, be realistic with the salary you ask for, be prepared to negotiate, and have a back-up plan. ‘It’s not always possible to get the pay rise you want. If it feels like the negotiation isn’t going anywhere, think about other things to strive for. ‘This could include securing a more senior job title, especially if your current role has evolved. You could also ask for extra holiday days or development opportunities.’ He adds: ‘It’s worth mentally preparing for a no, especially in the current climate. Try not to get upset, annoyed, or disheartened – instead find out their reasons. If it’s based on your performance, it’s a good opportunity to find out what you can do better. ‘If you feel the decision is unreasonable, it may be worth looking at other companies in the same sector – fundamentally you’re not joined at the hip with your employer.’ Do you have a story you’d like to share? Get in touch by emailing MetroLifestyleTeam@metro.co.uk Arrow MORE: I earn £230,000 and want to retire at 47 — my younger girlfriend thinks that’s unfair Arrow MORE: I made £30,000 in one month — but the money wasn’t worth it Arrow MORE: Martin Lewis has good news if you’ve had a flight cancelled in the last 6 years The Slice Your free newsletter guide to the best London has on offer, from drinks deals to restaurant reviews.