Same job, same pay?

[itchynose]

I'm hoping some of you can give me some advice about pay scales/asking for a pay rise.

I'm a manager in a shop, been with the company for over 4 years and in that time have not had a pay rise, despite the minimum wage rising several times.

My store meets (most!) of our sales targets, and we are generally held up as an example of how well the company can operate. And we're making a pretty substiantial profit.

I have been involved in the training of managers of new stores, and while helping with the end of month figures last week I discovered that I am being paid less than a brand new manager (who's store is preforming poorly, so I am being asked to take a 2 hour train journey at least once a week to whip them all into line)

I have a pretty good relationship with my regional manager, but feel very uncomfortable discussing this with him.

Does anyone have any advice on how I should approach this?

Is there a equal job/equal pay law? In fact I am taking on a training role within the company so theoretically should be paid more than a newly recruited manager?

Help!

There is no law that requires an employer to pay all people doing the same job equally provided the differences are not some form of discrimination based on age, sex or similar. Unfortunately the kind of situation you face does arise from time to time. A company has to pay the going rate to attract new staff. However, salaries for existing staff are often squeezed, leading to a situation where new staff earn substantially more than existing staff at the same level.

It is, of course, possible that the newly recruited manager is seen as a potential high flyer and has therefore been given a higher salary in order to get him/her into the business. I can also think of a couple of other explanations. But the most likely one is that this manager is being paid the going rate for the area in which their store is located (which may, of course, be different from the going rate for the location of your store). It is quite possible your regional manager hasn't realised that the new recruit is being paid more than you are. Your manager should be aware of all the facts but that doesn't necessarily mean they have looked at the comparison.

It is certainly worth having a discussion with your regional manager about how well you are doing and the fact that your role has expanded to include training. That would be an obvious lead in to the fact that you haven't had a rise in over 4 years, your staff are catching up with you and you are concerned that other managers with less responsibility may be being paid more. Concentrate on your value to the company.

If that doesn't work it may be time to look around and see what else is available. You may find your existing employer is only too happy to give you a pay rise if the alternative is losing you. Of course, if you have to go that far to get a pay rise you should consider seriously whether they deserve to keep you.

Lots of managers rely on people feeling 'uncomfortable' - otherwise they would have to give pay rises out all over the place.

Do as PH says and raise it. You have nothing to lose and will almost certainly get a payrise of some kind, and if not you will have clarity on where you stand and potential in the firm.

No law saying companies must pay people the same, other than when comparing men and women specifically, and not discriminating against protected groups more generally.

But actually I think you have a good case why they should pay you more than you are getting, and raising it that way would be better and less confrontational than 'you are breaking the law' anyway in my view.

Really don't feel uncomfortable - raising the issue of your salary is a perfectly legitimate part of your relationship with your manager.