Employers have discretion in choosing what to pay their workers. However, denying pay, misclassification and other deceptive practices can negatively impact morale and productivity. Even worse, in serious cases, non-compliant employers may face legal repercussions.
If underpaid workers have adequately researched fair wage rates and discovered discrepancies in pay, they have the right to notify their employer. In some situations, dissatisfied workers may consider asking for a raise.
Prior to hiring new workers, employers should establish clear expectations for each role. Before asking for a raise, U.S. News suggests that employees consider the value they bring to the company. They should look for ways to highlight their accomplishments and the ways their success has helped the organization achieve its objectives. They should discuss how their skillset facilitates other functions within the company’s operation and increases efficiency and productivity.
Workers that effectively show the value they provide the company with may have a higher chance of a favorable outcome. If their employer does not take any action, underpaid workers may also consider sharing their research of comparable pay for similar positions and highlight discrepancies in their pay that way.
Timing plays a big role in whether or not workers may receive approval for a raise. According to Indeed.com, some considerations for employees to take may include the following:
- The time of year
- The current workload
- Their manager’s schedule
- The financial health of the company
People may also benefit from asking for a raise soon after a notable accomplishment. The completion of a successful project, the retention of a major customer or a big sale may all provide a good reason to suggest a raise.
Underpaid workers face a series of challenges that may impact their desire and willingness to work. Employers should proactively review each worker’s compensation periodically to verify the continuity of fair payment.