How to go about requesting Pay Rise/Review

Rossco1874

Hi,

I started with my current employer 7 years ago & gained promotion within 2 years. Up until a organisation restructure last April I was as far up as I could go in my role without taking a leadership position.

I have never had a pay rise other than when I was promoted in 2008.
When the organisation restructure occurred last April I ended up with a few additional tasks on top of my normal BAU activities which I didn't mind. However what this did mean that I was doing much more work than the rest of my colleagues.

At my end of year appraisal I got the maximum bonus available to me (10% of my salary pre-tax) This was after a very challenging year due to the above.

In February this year our monthly payslips were due for completion however HR changed the format slightly & in doing so they published everyone's hourly rate (column should have been hidden) Upon checking my other team members it came to light that 2 of my colleagues were on more money than me per hour. One person was on 60p more an hour (which may not sound like much but it all adds up) & another was on 37p more an hour. What this meant was my reward for doing more work & additional tasks was to get paid less than them.

I sent an email off to HR department who sent me a message to have a private one to one chat with them. When I went up to speak with the head of Hr they were very dismissive & basically made out that I was in the wrong for seeing the information on the spreadsheet & came up with the excuse that my 2 colleagues had had this extra money as a historical thing (both users worked for other accounts prior moving to the one which I work on)
I feel as my job role is officially the same as my colleagues the pay should be reflected as such.


The bigger issue however is that the job which I do now (additional tasks exempt) is completely unrecogniseable from the job when I first started.

My Role is part of the User Admin team on a Helpdesk.
When I started all we done was created accounts/modified/deleted them.

Now my day-to-day tasks (again additional tasks exempt) involve the above however this is now done on 2 systems instead of one & a whole load of additional tasks which we have taken off other teams on the account.

Sorry this is extremely long winded but I had to get it all out & the reason which I posted on here is I am looking for advice on where to go next. Ideally I would like really to have a pay review as I feel the role I do now (level 2) should not really be defined as such as so much has changed in my 5 years in the role that I think really it is time for the role to be redefined & a suitable pay arranged for this role.

I do not know exactly how to approach this with HR & what my legal rights are with regards to actually asking for a pay review.

browneyedbazzi

Firstly, employers don't have to pay everyone doing the same job at the same rate so long as the differences aren't due to illegal discrimination such as all women or people from a particular group being paid a different rate.

That being said, I can understand why you feel a pay review is in order in your case. The best time to bring up a pay rise is during an appraisal/performance review meeting with your line manager. Once you've been through the body of such a meeting and the manager has told you how well you are doing and that your performance is on target you can then mention that you haven't had a pay raise in years and ask if they will consider rewarding your hard work/excellent performance and loyalty with an increase. I think it's generally best to frame this sort of discussion around what you do that makes you worth the extra money and to leave what others make out of it.

Claree__x

I think you have to forget about the other figures you seen. You have to pose them why you deserve a rise and "because so and so earns..." isn't a reason that'll be accepted.

If you got the maximum bonus available to you then obviously they appreciate what you're doing so I think it's just a case of asking your line manager to review your salary/grading based on performance and work load - the worst they can do is say no.