Adjusted Salary

Nora15

Hello 👋 I'm a Forum newbie 😊

I wanted to see if anyone has experience of a situation I'm in, or indeed could pass on some advice.

I am in a senior role with my employer, and have recently resigned due to another opportunity. The relationship is very amicable and I'm working my notice as required. There are no issues with either myself or my employer 👍

However, the recruitment for the post I hold has flagged that my salary is low. A recent benchmark has shown this to be the case. I have not been involved in this at all as I want to be professional in my remaining time 

I am aware that the new salary is quite a lot more than I'm being paid. There hasn't been any indication that I'm going to be put on the updated salary, nor is there any clause in my contract to advise this would/wouldn't happen.

I'm in a situation whereby my notice period is quite long, so the new person could start whilst I'm still there! Which feels unfair.

I've yet to ask for clarity on this position, but wanted to be able to back myself up with any advice/examples. I feel it is unfair to not update my salary, considering I'm still in post until my last day, but I'm not sure how realistic this is.

Any guidance would be appreciated.

Mark_d

I would be surprised if you get pay rise/salary review during your notice period.

When you received the job offer for your new job, did you not try to negotiate something with your current employer (I'm assuming the jobs are the same or similar)?

Do you know how you've ended up on a low salary?  Is it due to poor performance at your annual reviews?

Elliott.T123

Absolutely zero chance of that happening. You should be focusing on making sure that you are being paid what you are worth in your new job rather than worrying about (I assume 6 months notice) 4-5 months increased salary at your current role.

DullGreyGuy

Nora15 said:

I wanted to see if anyone has experience of a situation I'm in, or indeed could pass on some advice.

I am in a senior role with my employer, and have recently resigned due to another opportunity. The relationship is very amicable and I'm working my notice as required. There are no issues with either myself or my employer 👍

However, the recruitment for the post I hold has flagged that my salary is low. A recent benchmark has shown this to be the case. I have not been involved in this at all as I want to be professional in my remaining time 

I am aware that the new salary is quite a lot more than I'm being paid. There hasn't been any indication that I'm going to be put on the updated salary, nor is there any clause in my contract to advise this would/wouldn't happen.

I'm in a situation whereby my notice period is quite long, so the new person could start whilst I'm still there! Which feels unfair.

I've yet to ask for clarity on this position, but wanted to be able to back myself up with any advice/examples. I feel it is unfair to not update my salary, considering I'm still in post until my last day, but I'm not sure how realistic this is.

Any guidance would be appreciated.

Salaries for senior roles are individually negotiated in private companies, there is a host of reasons why one person may get more or less than the next person. Salaries also change over time as skills become more or less important. 

What the person you are being replaced by is going to be paid is irrelevant to you. Your working your notice at the rate you've agreed to be paid and will be moving on before too long to whatever rate your new job is going to be at. 

I came up the ranks from the contact centre to be middle management, in a few years I tripled my salary but I still had people working for me earning more than I did. It's not an uncommon situation for those that rise up internally to effectively be underpaid. I did what you've done, moved elsewhere and added over 50% to my salary and when I started they expressed concern that I was underpaid for my experience. Another couple of years as a permie and then doubled by income again by going as a contractor (more if you consider tax efficiencies)

Could well be people you are replacing or going to be working along side are going to be on less than what you've been offered as an outsider coming in. 

LinLui

However, the recruitment for the post I hold has flagged that my salary is low.

The recruitment process has flagged that the salary on offer for this post is too low to attract the calibre of candidate that they want. That has no meaning for your position. You have been paid the amount that was agreed with you. Unless the new salary is sufficient to make you reconsider leaving, then it's really nothing to do with you what someone else is going to be paid. If you would reconsider, then you need to speak to your employer quickly, but be aware that they don't have to agree to anything. If they were really keen to retain you they would, I'd have thought, be likely to have made a counter offer, but perhaps they thought you wouldn't be interested. 

Undervalued

Nora15 said:

Hello 👋 I'm a Forum newbie 😊

I wanted to see if anyone has experience of a situation I'm in, or indeed could pass on some advice.

I am in a senior role with my employer, and have recently resigned due to another opportunity. The relationship is very amicable and I'm working my notice as required. There are no issues with either myself or my employer 👍

However, the recruitment for the post I hold has flagged that my salary is low. A recent benchmark has shown this to be the case. I have not been involved in this at all as I want to be professional in my remaining time 

I am aware that the new salary is quite a lot more than I'm being paid. There hasn't been any indication that I'm going to be put on the updated salary, nor is there any clause in my contract to advise this would/wouldn't happen.

I'm in a situation whereby my notice period is quite long, so the new person could start whilst I'm still there! Which feels unfair.

I've yet to ask for clarity on this position, but wanted to be able to back myself up with any advice/examples. I feel it is unfair to not update my salary, considering I'm still in post until my last day, but I'm not sure how realistic this is.

Any guidance would be appreciated.

You may feel it is "unfair" but it is absolutely lawful except in the unlikely event that your current contract guarantees an annual pay rise of, say, at least the rate of inflation.

In that unlikely event you would have a claim to be paid at the higher rate until you leave.

Otherwise, unless your pay falls below the national minimum wage there is no legal right to a pay rise ever. It is entirely a matter for negotiation.

General_Grant

Undervalued said:

Nora15 said:

Hello 👋 I'm a Forum newbie 😊

I wanted to see if anyone has experience of a situation I'm in, or indeed could pass on some advice.

I am in a senior role with my employer, and have recently resigned due to another opportunity. The relationship is very amicable and I'm working my notice as required. There are no issues with either myself or my employer 👍

However, the recruitment for the post I hold has flagged that my salary is low. A recent benchmark has shown this to be the case. I have not been involved in this at all as I want to be professional in my remaining time 

I am aware that the new salary is quite a lot more than I'm being paid. There hasn't been any indication that I'm going to be put on the updated salary, nor is there any clause in my contract to advise this would/wouldn't happen.

I'm in a situation whereby my notice period is quite long, so the new person could start whilst I'm still there! Which feels unfair.

I've yet to ask for clarity on this position, but wanted to be able to back myself up with any advice/examples. I feel it is unfair to not update my salary, considering I'm still in post until my last day, but I'm not sure how realistic this is.

Any guidance would be appreciated.

You may feel it is "unfair" but it is absolutely lawful except in the unlikely event that your current contract guarantees an annual pay rise of, say, at least the rate of inflation.

In that unlikely event you would have a claim to be paid at the higher rate until you leave.

Otherwise, unless your pay falls below the national minimum wage there is no legal right to a pay rise ever. It is entirely a matter for negotiation.

But only if the guaranteed annual pay rise date fell within the notice period - and then only at the whatever was "guaranteed", not at whatever is being used to recruit a replacement if that were higher. 
However it is much more likely that the contract would specify that no annual rise is due during notice.

Exodi

Depending on how senior you mean, this is not uncommon at all.

I am a Sales Director for a small/medium manufacturer that turns over about 5m per year.

If I compare my salary to a Sales Director of a large manufacturer that turns over hundreds of million per year, I might draw a conclusion that I am underpaid. If I compare myself to a Sales Director in a family run business, I might conclude that I'm overpaid.

Generally most director roles are like this, despite the duties being loosely the same (but the responsibilities being different).

This can trickle down to senior management also.

But irrelevant to all that, I personally think you stand exactly 0% chance of getting a pay rise during your notice period. A lot of employers try to dodge paying bonuses to people that have handed in their notice, even where they'd worked the relevant period, so I think you stand no chance getting a nice pay increase before you leave.

Nora15

Thank you all for your insight and taking the time to comment.
I understand the views and opinions given and I'm comfortable to move on to my new opportunity without pursuing this any further.

DullGreyGuy

Exodi said:

This can trickle down to senior management also.

Would have said a Sales Director is senior management? Unless your ExCo is made up of non-CxO job titles. 

Exodi

DullGreyGuy said:

Exodi said:

This can trickle down to senior management also.

Would have said a Sales Director is senior management? Unless your ExCo is made up of non-CxO job titles. 

Sorry, you're totally right. Our company structure is small, our board consists of 4 directors which is the senior management team.

I've also worked at much larger companies with lots of tiers in the hierarchy where I've considered heads of departments that each oversee various managers as senior management, but this is probably incorrect by strict definition.