New employees on higher rate of pay
Discussion
My employer is bringing in several new starts to augument the current team.
These new starts are on 20+% more money than the current encumbants and my employer does not see this as a problem nor will they enhance the pay of the pay of the encumbant staff to match the new starts.
Any thoughts?
These new starts are on 20+% more money than the current encumbants and my employer does not see this as a problem nor will they enhance the pay of the pay of the encumbant staff to match the new starts.
Any thoughts?
New hires generally get paid more than current staff, as they’re competing with the market for new hires, vs. “just” having to pay enough to retain existing staff members.
If there’s a 20% difference for the same role, it’s time to dust off the CV and go job hunting! There’s a big old pay rise out there just waiting for you, and you can always see if your current employer will make a counter offer before you leave.
If there’s a 20% difference for the same role, it’s time to dust off the CV and go job hunting! There’s a big old pay rise out there just waiting for you, and you can always see if your current employer will make a counter offer before you leave.
My understanding is that if they are doing the same (or broadly the same) role as you then it is not legal to pay you differently.
https://www.unison.org.uk/get-help/knowledge/pay/e...
https://www.unison.org.uk/get-help/knowledge/pay/e...
simon_harris said:
My understanding is that if they are doing the same (or broadly the same) role as you then it is not legal to pay you differently.
https://www.unison.org.uk/get-help/knowledge/pay/e...
Meanwhile on planet Earth though https://www.unison.org.uk/get-help/knowledge/pay/e...
To OP, negotiate or leave, they are your choices.
simon_harris said:
My understanding is that if they are doing the same (or broadly the same) role as you then it is not legal to pay you differently.
https://www.unison.org.uk/get-help/knowledge/pay/e...
Only on grounds of sex and other protected characteristics.https://www.unison.org.uk/get-help/knowledge/pay/e...
simon_harris said:
My understanding is that if they are doing the same (or broadly the same) role as you then it is not legal to pay you differently.
https://www.unison.org.uk/get-help/knowledge/pay/e...
Can't see that.https://www.unison.org.uk/get-help/knowledge/pay/e...
If an employer needs to hire and finds he needs to pay more to attract people in the current climate he can hardly be expected to give existing employees an automatic pay rise to match.
If the market's got stronger for the employee they're free to leave and get a higher rate elsewhere.
Working in print publishing for several decades, I more often found the opposite scenario, where new staff were being taken on at noticeably lower pay rates than longstanding staff, as the sector declined and it became an employers' market.
In the most extreme example, we had somebody nearing retirement who was being paid almost twice as much per hour as as a newcomer doing the same job, without any extra responsibilities. There had clearly been some favouritism going on in the past in that case, and the difference was made less obvious by the fact that the highly paid worker was part-time.
On another occasion I was promoted to a managerial position and later found out I was being paid several thousand less than my predecessor in that role.
In the most extreme example, we had somebody nearing retirement who was being paid almost twice as much per hour as as a newcomer doing the same job, without any extra responsibilities. There had clearly been some favouritism going on in the past in that case, and the difference was made less obvious by the fact that the highly paid worker was part-time.
On another occasion I was promoted to a managerial position and later found out I was being paid several thousand less than my predecessor in that role.
Seems pretty standard.
A decent employer would recognise that the market rate had changed for the role and bump everyone who is already there in order to prevent the problem of turnover. i.e. they would make sure that long serving loyal employees won't up sticks and leave by paying them the market rate (or more if they value them so).
That said, it is extremely rare to see this happen and a more common implementation is to stiff the existing staff and hope that none of them find out. When they do (as the OP has), then the staff are left with a choice - Either suck it up, or go and find a new job that pays more.
If there is enough turnover because of pay, then it'll get fixed but by then the good ones will have found a better job and left already......
Short sightedness at its best guaranteeing that your staff consists of the new ones and the rubbish long timers......
A decent employer would recognise that the market rate had changed for the role and bump everyone who is already there in order to prevent the problem of turnover. i.e. they would make sure that long serving loyal employees won't up sticks and leave by paying them the market rate (or more if they value them so).
That said, it is extremely rare to see this happen and a more common implementation is to stiff the existing staff and hope that none of them find out. When they do (as the OP has), then the staff are left with a choice - Either suck it up, or go and find a new job that pays more.
If there is enough turnover because of pay, then it'll get fixed but by then the good ones will have found a better job and left already......
Short sightedness at its best guaranteeing that your staff consists of the new ones and the rubbish long timers......
This is happening at my work place.
I took a job at a fairly poor salary (I wanted a change of job), which I now realise was a mistake. The role really did warrant a higher salary and the company works hard to ensure that people are not given the opportunity to move up within grades.
The same role was also advertised here recently with a bigger salary.
In addition, I have been working hard at a level or more above my contracted/theoretical role for a number of months due to colleagues leaving. The company refuses to recognise it or to increase my pay....
Yes, they are taking the piss.
-It is somewhat confusing given that staff retention and recruitment are both challenging for the company.
Yes, I will be moving on soon.
Ps. In a previous job, our company was taken over.
To my surprise, our terms and conditions were aligned with the much better ones at the purchasing company!
I took a job at a fairly poor salary (I wanted a change of job), which I now realise was a mistake. The role really did warrant a higher salary and the company works hard to ensure that people are not given the opportunity to move up within grades.
The same role was also advertised here recently with a bigger salary.
In addition, I have been working hard at a level or more above my contracted/theoretical role for a number of months due to colleagues leaving. The company refuses to recognise it or to increase my pay....
Yes, they are taking the piss.
-It is somewhat confusing given that staff retention and recruitment are both challenging for the company.
Yes, I will be moving on soon.
Ps. In a previous job, our company was taken over.
To my surprise, our terms and conditions were aligned with the much better ones at the purchasing company!
Granadier said:
Working in print publishing for several decades, I more often found the opposite scenario, where new staff were being taken on at noticeably lower pay rates than longstanding staff, as the sector declined and it became an employers' market.
In the most extreme example, we had somebody nearing retirement who was being paid almost twice as much per hour as as a newcomer doing the same job, without any extra responsibilities. There had clearly been some favouritism going on in the past in that case, and the difference was made less obvious by the fact that the highly paid worker was part-time.
On another occasion I was promoted to a managerial position and later found out I was being paid several thousand less than my predecessor in that role.
Worked in the same sector as a graphic designer for more than two decades. That whole sector seems to be in a race to the bottom where salaries are concerned. Got out of it 18 months ago and was immediately earning 50% more as a trainee in a new line of work with no experience!In the most extreme example, we had somebody nearing retirement who was being paid almost twice as much per hour as as a newcomer doing the same job, without any extra responsibilities. There had clearly been some favouritism going on in the past in that case, and the difference was made less obvious by the fact that the highly paid worker was part-time.
On another occasion I was promoted to a managerial position and later found out I was being paid several thousand less than my predecessor in that role.
Print/publishing/graphic design is an absolute cesspit of '90s pay levels.
simon_harris said:
My understanding is that if they are doing the same (or broadly the same) role as you then it is not legal to pay you differently.
https://www.unison.org.uk/get-help/knowledge/pay/e...
George Russell needs to get his claim in now for the £35m per year he’s being underpaid.https://www.unison.org.uk/get-help/knowledge/pay/e...
This happened to me and was the trigger point for how my life has turned out over the last 20 years.
Was in an extremely specialist technical role. Being poorly paid but traveling. Company changed their approach and I stopped traveling but they paid me a bit more. They then hired a bunch of new people. Acknowledging they couldn’t attract the right talent offering the pay the current team was on, they offered 20% more to the new starters. These new starters had zero knowledge of the tech and would take 12 months to bring up to a competent level. It was expected the experienced team should train them.
That’s when I took an inter company transfer and moved to the US. That came with a doubling of pay and a life time of experiences. I look back and dread to think where I would be in life if I hadn’t got the kick up the back side I needed to make a change.
Was in an extremely specialist technical role. Being poorly paid but traveling. Company changed their approach and I stopped traveling but they paid me a bit more. They then hired a bunch of new people. Acknowledging they couldn’t attract the right talent offering the pay the current team was on, they offered 20% more to the new starters. These new starters had zero knowledge of the tech and would take 12 months to bring up to a competent level. It was expected the experienced team should train them.
That’s when I took an inter company transfer and moved to the US. That came with a doubling of pay and a life time of experiences. I look back and dread to think where I would be in life if I hadn’t got the kick up the back side I needed to make a change.
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