Let’s be honest. Talking about money at work feels awkward for most of us. But here’s what I learned the hard way after years of accepting whatever was offered: most employers aren’t going to volunteer to pay you more, or fairly, just because you’re doing great work. If you want fair pay, you need to ask for it.
By not asking, you’re literally leaving money on the table that was already budgeted for you.
This guide comes from real worker experiences: the messy, uncomfortable conversations that actually happen in Australian workplaces. No fluff, just honest advice from someone who’s been there.
The Real Reasons Workers Settle for Less
Before we dive into negotiation tactics, let’s talk about why so many of us accept being underpaid even when we know we deserve more. These aren’t personal flaws. They’re systemic barriers: a lack of pay transparency, social pressure not to speak up, fear of retaliation, or not knowing what others earn. Together, they make it easier to keep unfair pay to continue.
“I Should Be Grateful to Have a Job”
The trap: You’ve been conditioned to feel lucky for employment, especially if you’ve faced unemployment, are new to Australia, or work in a “tough” industry.
The reality: Your employer needs you more than you think. Hiring and training replacements is expensive and disruptive. They’re not doing you a favor, you’re providing value.
How to overcome it: Start a “wins journal.” Every week, write down specific ways you added value. When you see this evidence accumulating, gratitude transforms into confidence.
“I Don’t Want to Rock the Boat”
The trap: You worry that asking for more money will make you look greedy, damage relationships, or put a target on your back.
The reality: Managers expect negotiations. They’re trained for it. What they’re not prepared for is your detailed research and professional approach.
How to overcome it: Reframe the conversation. You’re not asking for a handout, you’re requesting market alignment. Practice saying: “I’d like to ensure my compensation reflects my contribution and market value.”
“I Don’t Have Other Options”
The trap: You feel stuck because you can’t easily find another job. Maybe due to location, visa status, family commitments, or industry limitations.
The reality: Limited options don’t mean no options. Even if you can’t leave immediately, you can still negotiate from your current position.
How to overcome it: Build your case around retention costs. Research shows replacing an employee can cost between 30% and 150% of their annual salary. Frame it as: “I love working here and want to stay. Let’s find a way to make this work for both of us.”
“I Don’t Know What I’m Worth”
The trap: Without clear salary data, you second-guess yourself. Maybe you’re paid fairly? Maybe you’re asking for too much?
The reality: This uncertainty whether intentional or accidental, benefits employers. When workers don’t know market rates, employers can underpay without pushback.
How to overcome it: Get concrete data. Talk to people in similar roles, check job ads, and yes contribute to platforms like Echochime so we all have better information.
“I’m Not Good at Confrontation”
The trap: You avoid difficult conversations, especially about money. The thought of negotiating makes you physically uncomfortable.
The reality: Salary discussions don’t have to be confrontational. They can be collaborative problem-solving sessions.
How to overcome it: Practice with a friend or family member. Start with smaller workplace requests like flexible hours, to build confidence. Remember that asking for fair pay is professional, not personal.
“I’m an Imposter”
The trap: You feel like you’re not qualified enough, experienced enough, or skilled enough to deserve more money.
The reality: If you’re doing the job successfully, you deserve fair compensation. Your employer hired you for a reason.
How to overcome it: Document your achievements objectively. Focus on measurable outcomes, not feelings. If you’ve survived your probation period, you’re not an imposter. You’re a valued employee.
“I’ll Wait Until My Next Review”
The trap: You keep postponing the conversation, waiting for the “right” time or hoping your manager will notice your hard work.
The reality: Reviews are often budget-constrained. Annual increases rarely keep up with inflation or career growth.
How to overcome it: Set a deadline. Pick a date within the next month and commit to having the conversation. Waiting rarely improves your position.
“What if They Say No?”
The trap: Fear of rejection keeps you from asking at all.
The reality: “No” isn’t the end of the world. It’s information. You can ask what you need to do to earn a yes, or start exploring other options.
How to overcome it: Plan for multiple outcomes. What will you do if they say no? Counter-offer with benefits? Propose a measurable goal or project that demonstrates your value? Ask for a timeline? Start job searching? Have a clear plan. Whether it’s setting deliverables, upskilling, or job searching, reduces anxiety and puts you back in control.
“I Feel Guilty About Money”
The trap: You’ve been taught that discussing money is rude, greedy, or inappropriate.
The reality: Money is how we survive, support families, and build futures. There’s nothing shameful about wanting fair compensation for your labor.
How to overcome it: Separate your worth as a person from your salary negotiations. You’re not asking for charity. You’re conducting business.
“I Don’t Want to Be Seen as Difficult”
The trap: You worry that negotiating will brand you as a troublemaker, especially in workplaces with toxic cultures.
The reality: Professional, well-researched salary discussions are normal business conversations. If your workplace punishes you for asking for fair pay, that’s a red flag about the company, not you.
How to overcome it: Document everything. If you face retaliation for salary discussions, you have legal protections under Australian law. But most managers respect employees who advocate for themselves professionally.
The bottom line: These barriers feel personal, but they’re actually systemic. Recognizing them is the first step to overcoming them. You’re not weak for feeling this way. You’re human. The goal isn’t to eliminate these feelings overnight, but to act despite them.
Understanding Your Legal Foundation
Before we dive into tactics, let’s talk about what protects you legally. In Australia, you have strong rights around pay discussions:
Your Right to Discuss Pay
Under the Fair Work Act 2009, your employer cannot prohibit you from discussing your pay with colleagues. They also can’t retaliate against you for asking about a raise or comparing salaries. Any contract clause that tries to stop you from talking about pay is actually unenforceable.
Award Wages and Enterprise Agreements
If you’re covered by an award or enterprise agreement, these set your minimum pay rates. But remember that these are minimums, not maximums. You can negotiate for more, and many employers are willing to pay above award rates for good employees.
Anti-Discrimination Protections
Your employer must consider your request fairly, regardless of your gender, age, or other protected characteristics. If you suspect discrimination in pay decisions, you can lodge a complaint with the Fair Work Commission.
Step 1: Research Your Market Value
Knowledge is power in pay negotiations. Before you even think about having “the conversation,” you need to know what you’re worth in the current market.
Where to Find Reliable Pay Data:
- Australian Bureau of Statistics (ABS) earnings data
- Industry-specific salary surveys from professional associations
- Job ads for similar roles (look for salary ranges)
- Professional networks and former colleagues
- Recruitment agencies specializing in your field
- Conversations with trusted colleagues in similar roles
- Crowdsourced salary-sharing platforms
The Limit with Traditional Salary Data
Many published salary figures come from recruitment firms or HR organisations. While they can offer useful benchmarks, these surveys often reflect the pay ranges that employers are currently offering, not necessarily what workers actually earn, or could be earning. The data may lean conservative, especially if it’s based on advertised salaries or employer-reported figures, which may not always capture the full range of what people actually take home.
The Real Worker Intelligence
The best salary intel comes from talking to actual workers, not HR departments. This is why we started Echochime. We wanted to bypass vague ranges and see what people actually earn, not what companies want to offer.
Don’t just look at average salaries. Consider your experience level, location, and any specialized skills you bring. A junior developer in Sydney may earn differently than a senior one in Perth.
Building Your Value Proposition
Create a simple document listing:
Expanded Responsibilities:
- Responsibilities you’ve taken on beyond your original job description
- Projects you’ve successfully delivered (not just participated in)
- Teams or processes you now lead or mentor
- Systems or workflows you’ve improved
Measurable Impact:
- Problems you’ve solved (be specific about the issue and solution)
- Money you’ve saved the company (calculate actual dollar amounts where possible)
- Revenue you’ve generated or protected
- Efficiency improvements you’ve implemented (time saved, processes streamlined)
- Customer satisfaction improvements you’ve driven
Skills and Growth:
- New technical skills you’ve mastered and actively use
- Software, systems, or tools you’ve learned
- Training or certifications you’ve completed (include dates and relevance)
- Cross-functional knowledge you’ve gained
Leadership and Initiative:
- Times you’ve stepped up during crises or staff shortages
- Mentoring or training you’ve provided to colleagues
- Process improvements you’ve initiated and not just suggested
- Client relationships you’ve built or maintained
Pro tip: Use numbers wherever possible. Instead of “improved customer service,” write “reduced customer complaint resolution time from 48 hours to 24 hours.” Instead of “helped with training,” write “trained 6 new team members, reducing their time to productivity from 3 weeks to 2 weeks.”
Step 2: Choose Your Timing Wisely
Timing can make or break your negotiation.
When Managers Are More Receptive to Saying Yes:
- Right after you’ve completed a major project or solved a major problem (they’re grateful and feel indebted)
- When you’ve taken on new responsibilities beyond your role
- When the company is performing well financially
- When they’re stressed about losing team members (your leverage is highest)
- During budget planning when they’re thinking about next year’s costs anyway
- When they’ve just received positive feedback about your work
- After your probation period ends (they’ve invested in training you)
The Times They Can Stall:
- Performance review season (they’ll say “let’s discuss this during your review”)
- During company restructures, layoffs, or cost-cutting periods
- During your first month in a new role
- When the company has just announced poor results
- When they’re overwhelmed and about to go on leave (convenient excuse to delay)
- During “busy periods” (it’s easier to deprioritise)
- Right before Christmas (time when things are easy to forget over the break)
Here’s the truth: There’s never a “perfect” time from their perspective. If you wait for the ideal moment, you’ll be waiting forever. The best time is when you’re ready to have the conversation professionally and confidently.
Step 3: Plan Your Approach
The Email That Opens Doors
Don’t ambush your manager. Instead, send a professional email requesting a meeting:
“Hi [Manager’s name], I’d like to schedule a meeting to discuss my role and compensation. I’ve been reflecting on my contributions over the past [time period] and would value the opportunity to discuss my career progression with you. Would next week work for a 30-minute chat?”
Prepare Your Talking Points
- Start with your achievements and value to the company
- Present your research on market rates
- Suggest a specific figure or range
- Be ready to discuss non-salary benefits if needed
- Have examples ready of your impact on the business
Step 4: Master the Conversation
Opening Strong “Thanks for making time to meet. I’ve really enjoyed working on [specific projects] and contributing to [team/company goals]. I’d like to discuss my compensation to ensure it reflects my current contributions and market value.”
Presenting Your Case “Based on my research, the market rate for someone with my experience and responsibilities is between $X and $Y. Given my [specific achievements], I believe $Z would be appropriate.”
How to Respond to Salary Negotiation Feedback
Here’s how to reply to your manager’s responses during salary negotiations:
“We don’t have budget right now” Your response: “I understand. What would need to change for budget to become available? Can we set a timeline to revisit this?”
“You’re already paid competitively” Your response: “Thanks for sharing that. I’ve done some research and found different information. Can we look at the data together?”
“Let me think about it” Your response: “Of course. What’s a reasonable timeline for a decision? Would you like to schedule a follow-up?”
“We value you, but this isn’t a good time”Your response: “I appreciate that you value my work. When would be a better time? Can we put a date in the calendar?”
“We need to be fair to everyone” Your response: “I agree about fairness. That’s exactly why I’m asking to be paid market rate for my contributions.”
The Uncomfortable Truth About Different Worker Experiences
Your background, accent, age, and gender all affect how your request is received, whether that’s fair or not.
If you’re a woman: You may likely to be seen as “demanding” or perceived differently for the same request as a male colleague. Combat this by focusing on market data and your contributions to business.
If you’re young or early in your career: Managers might assume you don’t “deserve” higher pay yet. Come armed with concrete examples of your impact and learning speed.
If you’re older or more experienced: Age discrimination is real, even if it’s illegal. Emphasize your efficiency, mentoring abilities, and lower training needs.
If you’re from a migrant background: You might face assumptions about your “worth” or gratitude. Stand firm on your achievements and contributions.
If you’re in a “female-dominated” field: These industries often are lower paid and commonly undervalued. Use this as motivation to advocate for what your role truly deserves, not accept less.
If you’re new to the company: It’s common to feel like you need to “prove yourself first.” But you don’t have to wait a year to start a fair conversation, especially if your skills exceed the pay range offered or your role has expanded quickly.
The system isn’t fair, but knowing these biases exist helps you navigate them strategically.
When They Can’t or Won’t Increase Your Salary
If a salary increase isn’t immediately possible, you can still negotiate value in other ways without giving up on the bigger goal.
Professional Development
- Training courses or certifications to increase your market value
- Mentoring or coaching programs
Flexible Work Arrangements
- Remote work options to save you commute costs
- Flexible hours to improve work-life balance
- Compressed work weeks for more time for rest or side income
Additional Benefits
- Extra annual leave
- Health insurance upgrades
- Professional association memberships
- Parking or transport allowances
The Key: Frame these as interim measures while you work toward a salary increase. Don’t let them become permanent substitutes for fair pay.
Building your case is easier when you know what others actually earn. Share your salary anonymously on salary sharing platforms and access real pay data to strengthen your negotiation.
When the Answer is No
Rejection stings, but it’s not the end of the story. Here’s how to handle it professionally:
Ask for Feedback “I understand. Could you share what I should focus on to be considered for a pay increase in the future?”
Get a Timeline “When would be appropriate to revisit this conversation? What milestones should I aim for?”
Document Everything Keep records of your conversation, including any feedback or commitments made. This protects you and provides a reference for future discussions.
Considerations for Different Work Arrangements
Casual Workers You can still negotiate your hourly rate, especially if you’re a regular casual with specialized skills. Focus on your reliability and the value you bring.
Contract Workers Your negotiation power often comes at contract renewal time. Keep detailed records of your achievements throughout the contract period.
Remote Workers Don’t let location be used against you. If you’re doing the same job and delivering the tasks and projects as office-based colleagues, you deserve the same pay.
Red Flags and When to Be Cautious
Some responses should set off alarm bells:
- Threats about “attitude” or “team fit” when you raise pay
- Promises that never materialize into action
- Comparing you unfavorably to colleagues without specific examples
- Suggestions that you should be “grateful” for your current pay
If you experience any of these, document them carefully. They could indicate workplace issues that need addressing.
Your Rights if Things Go Wrong
If you believe you’ve been treated unfairly during pay negotiations:
Internal Options:
- Speak with HR if you trust them to be impartial
- Follow your company’s grievance procedure
- Consult your union representative if you’re a member
External Support:
- Fair Work Ombudsman for advice and assistance
- Website: https://www.fairwork.gov.au/
- Assistance with Workplace Issues: https://www.fairwork.gov.au/workplace-problems/fixing-a-workplace-problem/get-our-help-with-your-workplace-issue
- Legal Help Resources: https://www.fairwork.gov.au/tools-and-resources/other-workplace-relations-help/legal-help
- Fair Work Commission for formal complaints
- Website: https://www.fwc.gov.au/
- Feedback and Complaints: https://www.fwc.gov.au/about-us/contact-us/if-you-still-need-help/feedback-and-complaints
- Legal Help and Representation: https://www.fwc.gov.au/apply-or-lodge/legal-help-and-representation
- Legal aid services for employment law advice
- Legal Aid NSW Employment Law Service: https://www.legalaid.nsw.gov.au/my-problem-is-about/my-job/employment-law-service
- Legal Aid Victoria Employment Support: https://www.legalaid.vic.gov.au/other-support-employment
- Legal Aid WA – Your Rights at Work: https://www.legalaid.wa.gov.au/find-legal-answers/your-rights/your-rights-work
Follow-Up Actions
After a Successful Negotiation:
- Get any agreements in writing
- Update your employment contract if necessary
- Thank your manager professionally
- Continue to deliver excellent work
If You Need to Wait:
- Set calendar reminders for follow-up conversations
- Keep documenting your achievements
- Consider whether the role still meets your needs
The Power of Worker-to-Worker Insights
Every time you negotiate your salary, you’re not just fighting for yourself. You’re advocating for fair pay for everyone. When workers share salary information, it eliminates the information advantage that employers have traditionally held.
Here’s what happens when we break the silence:
- Pay gaps become visible and harder to justify
- Managers can’t lowball offers as easily
- Workers make informed decisions about job changes
- Industries with chronic underpayment get exposed
This is exactly why Echochime exists. We believe everyone deserves to know their worth and get paid fairly, regardless of their age, job role, gender, or background. We’re building Australia’s first truly worker-owned pay database, not controlled by recruitment agencies or HR companies, but by the people who actually do the work.
Why This Matters: Every salary you add helps another worker negotiate better. Every data point makes the picture clearer. Every transparent conversation moves us closer to a fairer system.
Building Long-term Success Through Transparency
Pay negotiation isn’t a one-time event. It’s an ongoing process that gets easier when all workers have access to real pay data. The confidence and skills you build now will serve you throughout your career. Remember:
- Regular small increases beat occasional large ones
- Your worth increases with experience and skills
- Market rates change, so stay informed
- Building relationships makes future negotiations easier
Your Next Steps
Negotiating your pay is a skill that improves with practice. Start by:
- Researching your market value thoroughly
- Documenting your achievements and contributions
- Choosing the right timing for your conversation
- Preparing your talking points and practicing your pitch
- Following up professionally regardless of the outcome
Remember, asking for fair pay isn’t greedy. It’s professional. You work hard, you deserve to be compensated fairly, and you have every right to advocate for yourself.
The worst thing that can happen is they say no. The best thing? You get the raise you deserve and the confidence to keep advancing your career.
Want to know how your pay stacks up? Read: Average Salary in Australia (2025): How Do You Compare?
Understand the true cost of living on minimum wage in 2025: Minimum Salary in Australia (2025): How Far Can It Go?
Disclaimer:
This article is for general information only and isn’t legal or financial advice. Always seek professional guidance for your specific situation.