Discovering that a colleague with the same position earns a higher salary than yours is never a pleasant feeling, although it is a quite common situation. Here’s what you should do.
Learning that a colleague in the same role earns more than you can be disheartening, but it’s a surprisingly common experience.
According to a global survey carried out by the CV platform, 56% of workers discovered that someone in their company with the same job title gets paid more, while another 24% suspect this will happen.
Still, talking about salaries continues to be um taboo topicwith many companies and workers who hesitate to openly discuss the issue. Although a European Union on Salary Transparency has already been approved, its application will only be mandatory from June 2026.
Martin Poduskacontent manager at Kickresume, highlights that the secrecy surrounding salaries tends to benefit employersmaking transparency and fairness in remuneration difficult.
Although younger workers are increasingly willing to share information about salaries, the problem remains in many companies, notes .
So what to do?
If we discover that there is a salary difference between our salary and that of one or more colleagues, experts recommend that in the first place, we should not jump to conclusions.
In effect, the Salary variations may result from factors such as, for example, academic training, experience or the moment in which each person was hired.
The career manager Caroline Ceniza-Levine highlights that salary structures are often less systematic than employees imagine and that the inequalities can easily arise — even if unintentionally. Before reacting, it is important stop to reflect and do your homework.
Andres Laresfrom the Shapiro Negotiations Institute, suggests that we investigate the market values for the function in question, and that we bring together objective information about remuneration standards.
Approach superiors with facts, not emotionscreates a more constructive environment for conversation, highlights Lares.
Then, when we are ready to raise our concerns, the right timing is important. If we wait for the “perfect moment”, it may end up postpone the conversation indefinitely; Therefore, the ideal is to approach the subject in a scheduled one-on-one meeting or other formal meeting.
Lares recommends that andlet’s frame the conversation with questionsand not with accusations. For example, question how salary criteria are definedhow it is evaluated our performance compared to colleagues and what steps we can take to increase our pay.
Test the job market it can also give us a clearer idea of our worth. Vivian Garcia Tunonfounder of VGT People Advisory, argues that presenting applications to other companieseven without a real intention of leaving, can increase your confidence and serve as an asset in a negotiation.
Nope, Garcia-Tunon warns that we should not use an external proposal as an ultimatum, unless we are really willing to go out.
Finally, patience is essential. Salary increases and adjustments often require approval from senior management and can take time.
Ceniza-Levine advises us to keep a record of conversations and to provide follow-up whenever necessary. After the meetings, we must send a summary email with the next steps to ensure everything is recorded.
Ultimately, defending fair remuneration requires investigation, diplomacy and perseverance. If we address the issue ofand considered formwe will be better positioned to get the salary we deserve.
