How to ask your boss for a pay rise and how to find out what the gender pay gap is at your company

On April 4, 2018, companies had to submit a report on just how big the difference in pay is between men and women.

And it means there has never been a better time for workers to ask for a pay rise.

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What was the Gender Pay Gap Report?

UK companies with 250 or more employees had until midnight on April 4, 2018 to publish their gender pay gap data.

Of those that published data, 78 per cent pay men more than women, 13 per cent pay women more and 8 per cent said they had no gender pay gap.

If you’re working at a company with a significant difference in pay between men and women, now could be the best time to take confidence to ask for what you deserve.

Is now a good time to ask for a pay increase?

 expert, Lynn Cahillane, said: “Workers in larger organisations have never been in a stronger position to tackle gender pay inconsistencies at work.

"They can approach these conversations safe in the knowledge that these regulations are in place to ensure workplace equality is investigated and ultimately, enforceable."

How should you ask your boss for a pay rise?

We asked recruitment experts and campaigners for their best tips on how to ask for a promotion in light of the gender pay gap report.

1) Do your research first

Doing your research is vital in preparing a successful argument especially if you're looking for a promotion or a pay rise.

Firstly, you'll need to ensure that your facts are in order.

Remember to also check things like the number of women compared to men in lower-grade job as well as the bonus pay gap.

Emma O’Leary, an employment law consultant at the ELAS group, said: "Whilst you do not have to be 100 per cent sure that you are being paid less for the same work, if your employer seeks to challenge your position then at least you will be equipped with the relevant information to make your case."

2) Ask for advice before seeing your boss

If you're a woman, check to see if you have any established groups within your company that you could ask for advice

Joeli Brearley, a campaigner and founder of the project , said: "These are groups which support the progression and wellbeing of women within your company.

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"If you do have one of these groups we would suggest attending a meeting and discussing a strategy for change.

"If you don’t have one, why not set one up? You can get advice on how to do this from

You can also ask your HR department for advice.

3) Arrange a meeting to voice your concerns

Discussing pay and promotions can feel awkward, particularly in the wake of the gender pay gap report. But if it’s important to you, it’s better to stick to your guns and voice your concerns.

Requesting a meeting with your manager to discuss your performance is usually the most effective and positive way to start this conversation.

Lee Biggins, from , said: "Be sure to voice your concerns with your employer and ask them to explain if men and women have equal access to pay, bonuses and promotions.

"It’s likely that they’ll want to rectify the situation quickly, especially if the pay gap is now public knowledge.”

4) Know your worth and stay professional

Remember to be professional and specific about what you want throughout the talk with your boss.

Mark Di-Toro, a career expert from Glassdoor, said: "If you want your salary to be addressed immediately then you need to be specific.

"Mention the exact number you want or the percentage increase you are expecting.

"Show that you’ve taken time to prepare a good business case so that the numbers do the talking."

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5) Use salary checkers

Part of the nature of asking for a pay rise is having confidence in your abilities and being able to put a price on yourself.

Lynn Cahillane, from Totaljobs, said: “Be prepared to justify yourself - keep a record of ongoing achievements and skills you’ve learnt, as well as information on how your pay compares to others in your industry."

Research this by browsing job adverts and looking at a salary checkers to draw on with confidence to support why now is the time for your pay rise.”

For example, you can use tools like the  on the Totaljobs website.

You can also research salaries from different industries on

6) If it fails don't be afraid to ask why and be prepared to negotiate

You are allowed to ask why you have not been granted a pay rise and negotiate.

The reason you may have been overlooked for a promotion could be down to a whole host of reasons and not down to a gender bias.

Don't look at your pay only but also think about the benefits employees get like holidays, pensions and flexible time.

That's something you can ask for if you don't manage to get the rise or promotion you've initially asked for.

Claire Leigh, director of Brampton Recruitment, said: "If your request for a pay rise is not granted, it is always a good idea to ask for a reason.

"Not only can this result in valuable feedback, it can help an individual understand the bigger picture."

"A plan of action to meet required targets could be agreed between you and your manager."

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