Preparing an equal pay conversation without relying on rumour

Learning that a colleague earns more can be upsetting, but a useful pay conversation needs more than a number. Start by writing down what you actually know, how you know it, and what remains second-hand.

Compare the work carefully

Job titles are clues, not conclusions. List recurring tasks, decision authority, supervisory responsibility, technical or professional requirements, working conditions, targets, and duties performed in practice. Note differences as well as similarities. A credible concern does not improve by hiding facts that may explain part of the gap.

Break pay into components

Separate base salary, bonuses, allowances, overtime treatment, company car or other benefits, and one-off recruitment payments. Record the date each figure relates to. Two annual totals may reflect different components or periods.

Ask for criteria

A precise question is often stronger than a broad accusation: How was my role graded? Which criteria determined my starting salary? When are salaries reviewed? Which responsibilities would support regrading? Keep a dated record of the request and response.

Germany’s Entgelttransparenzgesetz may provide information rights in certain circumstances, depending on matters such as employer size and workplace structure. Its application is specific; obtain qualified advice rather than assuming a general right applies.

Preserve the context

Save your own contract, payslips, role descriptions, evaluations, and relevant correspondence lawfully. Do not access a colleague’s confidential personnel information or forward material you are not entitled to hold. A consultation can help identify what is missing without encouraging improper collection.