08 Nov Negotiating a Pay Rise
Like most employees, you probably don’t relish the thought of heading into salary negotiations. However, it is important for both you and your employer to feel you’re being fairly recognised and compensated.
First port of call is to determine what your employer’s remuneration policy is and where you sit within this. Do you have scheduled salary reviews? Are your employers salary levels based on the number of years post qualification experience? Have a good look at currently advertised vacancies and get a feel for what others employees at your level currently receiving. Remember to talk to a specialist legal recruiter, who will be able to advise current market rates and trends.
Once you’ve covered this ground we would advise that you enter into pay negotiations with the intention to influence the decision maker. What you should not do is back the other person into a corner and give them an ultimatum. You need to have an open discussion about what you bring to the firm and what is fair remuneration taking into consideration all the factors.
It’s important to remain both positive and professional as possible. You need to reinforce what an asset you are to your firm the value of the work that you perform. Have a think about whether the firm can afford what you’re asking for. However, if a firm simply can’t reach your salary expectations, you may want to think about negotiating other benefits such as leave.
Salary negotiation is a challenging process for many legal professionals, but it can be one of the most rewarding things you do for your career. Have confidence in the value you bring to your firm and let this shine.
Sometimes a new role is the only way to meet your salary expectations and it could be time to start making an appointment with a legal recruiter to discuss your future.