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Junior on higher salary(18 Posts)
Hi just wondering if anyone can tell me if it's ok to employ a junior on a higher salary than their manager.
I'm 47 and work as an admin manager for a very well known private healthcare provider. I've been there nearly 4 years. For the past 4 months I've been doing the job if 3 people as my 2 colleagues are on long term sick.
I recently discovered that the 21 yr old fresh out of college they employed is on substantially more money than me. I'm expected to train her up. When I questioned this with my manager she couldn't see the issue as they were desperate for someone.
I've been left feeling undervalued and demotivated after breaking my back to keep things running alone for 4 months.
Is it just me?
If by "is it ok" you mean "is it legal" then yes. Individuals negotiate their own salary.
You can ask for a pay rise, and/or threaten to leave, and/or actually leave. But focus on what you are worth, rather than comparing to someone else - there's no obligation to pay a manager more. The new person has clearly negotiated well, if you think you are worth more than you get, then you need to do the same.
Its poor practice. If you've already raised it with your manager and got no further could you consider raising a grievance regarding your pay? As this is on a factual matter it is much easier to resolve via a grievance route than, say, a bullying type issue which is a lot more subjective and easier for managers to cover up.
Failing that if you don't get a rise would you be prepared to leave. Obviously you can get more for your line of work on the open market.
It might depend what you mean by 'junior'. Does she report to you? If you are an admin manager is she an admin assistant or similar? Or is it not as clear as that?
Is there no salary structure where you work, whereby roles fit into a band or range dependent on their level of responsibilities? If it's a well-known private healthcare provider I would expect it to be a big enough business to have a structure in place of some sort.
Absolutely ridiculous isn’t it? I would leave, they don’t value you whatsoever.
I think you would have reason to make a case for being rewarded appropriately for the work you do.
If they were desperate to employ the just out of college person it would appear to make your role and you continuing in it just as, if not more vital. I worked for a national charity and when I took on a lot of additional work and responsibility for an extended period when my manager was signed off they upped my salary for that period in recognition. I didn't even think about that aspect, it being a charity and me being naive. I was told that was what they'd would be doing. It feels cheap of your employer not to have done the same in recognition.
Yup. They asked for more money and they got it, likely they're a grad so they want grad level wages.
It's annoying but I know lots of people who have trained others on higher salaries. Have you asked for a raise in the last few years?
No, of course it isn't right.
Address it with your manager. Raise a grievance if you are not happy with the outcome. Leave if you need to.
I wouldn't want to work for a company who dishes out payrises and big salaries to the staff who shout the loudest.
You'll need an increase in salary to train someone up though won't you? I good excuse for you to ask and them to give.
If you are prepared to see it through I would go to your line manager and ask for a rise of, say, £5k or whatever would put you significantly above the junior. If it's refused say well in that case here is my resignation. I'm giving you a month's notice (or whatever contract states) but I have annual leave to take so I'll be leaving on x date.
There are some situations that are too humiliating to be tolerated - this is one.
Is the graduate on the graduate training scheme? In some companies this is rewarded at a higher rate than some employees. If this is the case, the company would argue the grad isn’t doing the same job as you. If they are doing a permanent job which reports directly to you and they earn more than you, make a watertight case at your annual review. Or look for another job.
Are you doing the same job? Or is she doing a different job, but just younger?
Of course it's ok. Both of you are able to negotiate your own salaries on what you think you are worth and leave if not happy. People have different skills and values to the company. Your length of service doesn't indicate value in comparison to others, nor does training someone if once trained they can do the job better than you.
It is poor practice, but unfortunately very common; in my twenties, every time I left a job for three jobs in a row it was immediately upgraded after I left. It wasn't until I joined the civil service and later the NHS that my salary went up each year; and before anyone starts screeching about automatic increases, we were expected to constantly update our skills and put an annual portfolio together to demonstrate that we'd actually done some CPD and increased our knowledge and skills. Once you're on the top of the band - which can take up to 10 years, the difference between the bottom of Band 5 (which the average qualified nurse starts at) and the top of Band 5 is substantial. I also used to find the amount of tax, NI and pension I paid obviously went up dramatically every year, so that for every £1k pay rise, I was lucky if I ended up taking half of that home in my pay packet....Unfortunately, before that, I found that the only way to get a pay rise was to leave a job.
If the new person is doing the same job for more money it is unfair but legal. You can try to renegotiate your salary, maybe even your job title. However, if she is in a different role - for example a grad role - then her age and lack of experience is probably irrelevant as some new grad roles will pay more than an admin manager role.
Could be due to education, previous employment, negotiation skills or family connection. Ask.
This happened to me - the other individual had clearly negotiated harder & better than me at some stage in his career. I raised it with my manager who advised the known departmental problem that the other individual was overpaid and that I was paid fairly compared with my peers. I still wasn’t happy and raised it with HR, via email, not via the grievance procedure. HR investigated for some time and concluded that the market rate had increased since my salary was set and I was awarded a chunky pay rise.
I was confident I was performing well, had equal or better past experience & qualifications and equal or better current responsibilities and so was ‘worth’ more than the other person.
If this wasn’t the outcome, I was considering the grievance procedure or seeking legal advice but also had to weigh up that I wanted to continue to work in the team so needed to preserve positive relationships.
Do you get appraisal? Definitely worth mentioning, you won't get unless you ask. It doesn't make sense if she gets training from you to do your job, you have good case to argue.
I am in the same situation, I had a long career break so it's difficult to just quit this job and expect another employer will hire me with better wage - even roles I used to do with 10 years experience before children - I am only earning 62% of what I used to earn. I work in a male dominated environment, I seem to be quite undesirable to employers in my 40s, never had a problem in my 20s or early 30s.
I am stuck! Oh well, at least I know there isn't a point of "working hard" these days. I might even get away with redundancy due to my salary is well below market rate, I had a promotion less than a year I joined the company and still on the same basic salary!
It's sad my career became a job.