Finance expert Vivian Tu, known online as Your Rich BFF, is urging professionals in their 20s to break the British taboo and discuss salaries with colleagues. Appearing on the Great Company podcast with Jamie Lang, Tu shared how this practice directly led to a pay rise for both her and a coworker in one of her early jobs.
Tu explained that before her end-of-year review, she approached a more experienced colleague to ask about her salary. The colleague was initially hesitant but agreed to share the figure on condition of anonymity. Armed with this information, Tu went into her review, detailed her achievements, and requested a raise matching her colleague's disclosed salary. Her request was granted, and she promptly informed her colleague, enabling the coworker to also negotiate a higher salary reflecting her experience. Both successfully secured the raises they asked for.
Is It Legal to Discuss Pay at Work?
Amanda Augustine, careers expert at Careerminds UK and Certified Professional Career Coach, advises employees to review their contracts and company policies before engaging in salary discussions. Some organizations include confidentiality clauses, but in the UK, legal protections exist for employees discussing pay to uncover potential discrimination. Section 77 of the Equality Act 2010 prevents employers from enforcing contractual terms that restrict pay discussions aimed at discovering discrimination based on protected characteristics like sex, race, or disability.
The business legal team at Sprint Law clarifies that employees are protected even without proving discrimination occurred; the purpose of the discussion is sufficient. However, Augustine notes that the biggest risks are interpersonal, as pay disparities can cause resentment and strain working relationships.
How to Approach Salary Conversations
Augustine recommends having these discussions only with trusted colleagues. Explain your reasons, whether preparing for a review or checking market competitiveness, and respect their comfort level. She emphasizes that a colleague's salary is just one factor; differences can stem from experience, skills, tenure, or market conditions at hiring. Instead, focus on the value you bring and use peer salary information as a benchmark.
It's also crucial to research market rates for your role to assess fairness. If you discover you're underpaid, you can decide whether to negotiate internally or explore external opportunities.
Expert Tips for Asking for a Raise
Nick Goldberg, CEO of digital coaching company Ezra, previously shared advice with Metro on asking for a pay rise. He stresses knowing your worth through salary comparison websites, recruitment agencies, or HR. Timing is key—ask after a major success or project completion. Confidence is essential; speak slowly and deliberately, and prepare a written proposal. Avoid ambushing your boss; request a performance review and signal your intention to discuss pay.
Be realistic and ready to negotiate. If unsuccessful, consider alternative benefits like a senior title, extra holiday days, or development opportunities. Goldberg advises preparing for rejection and understanding the reasons behind it, which can guide future improvements. If the decision seems unreasonable, it may be time to look at other companies.
Ultimately, salary transparency can be a powerful tool, but it requires tact and legal awareness. As Tu's experience shows, open conversations can lead to fairer compensation for all.
