No pay rise for 10 years.

macman

What have other employees received over the last ten years? Any in comparable roles or grades?

TBagpuss

As others have said, there isn't anyentitletment to a pay rise but there is no reason why he can't ask for one.

It woul be snsible for him to do a bit of research first so when he then meets with his manager, he is able to set out what he is asking fofor and why.

RElevant facctors:

- Current market rate for similar roles. Looks at adverts, perhaps even apply for a couple of jobs to see how much interest he gets (this also gives him the option of moving if he gets offered a role elsewhere but his current employers won't budge on salary)
- ways in which the role has changed since he started. If he is doing more work, more different tasks or acting in a more senir role, then raise this. 

Cost of living is a weaker argument generally although he can point out that he has had a a pay cut in real terms due to rising inflation and COL.

I think the risk here is that they say no to a rise, and he is then in a positon of staying with them knowing he is unlikely to leave even though they hve refused the pay rise

Given hid health issues, there ar benefit s to him in staying put as it is harder for them to dismiss him. IF he changed jobs, then the new employers could simply decide that his face didn't fit and dismiss hi at any point in the first two yesrs. Obviously he could not be dismissed cecuase he is disabled, but as they don't have to give a reasn other than 'it's nt working out' it would be hard for him to prove that was why.  

Does he lknow whether other srtaff have had pay rises? If he is able to speak to others then they could go to management as a group, f eveyone ioin n the same boat - this is less risky as he is not singled out, and also better for all of the emeployees if they get a raise (and may spook the employers if they think they are at risk of losing all / most of the their workers .

If others have had raises, then it may be that they are letting your partner's wages stagnate as an alternative to having to dismiss him and risking being acrused of discrimination.

IF he is limited in what he can do as a result of his health, is proposing that he reduce his hours but has felxibility (e.g. working and getting paifd for a 4 day week but with flexibility so he can work round his health needs?) this might be something to conside if he feels that his sickness record may be why he isn't getting raises.