What do you do and how much do you make?&nbsp;People have been asking me the first part of that question ever since I graduated college. However, the second part of that question is still seen as taboo and even “tacky” by many in our society. Salary transparency is here to challenge that idea to create a more equitable world of work.&nbsp;Salary transparency is when a company or individual openly shares their compensation. On a company level, its transparent pay policies that include listing salaries on job listings and publishing salaries internally to employees.&nbsp;On an individual level, it’s people discussing their pay with each other&nbsp; – whether that’s sharing it with friends, family, colleagues, officially within their organization, or online to end the gatekeeping culture around compensation. Because the secrecy around what we make at work only hurts the worker, not the company who’s profiting off of underpaid employees.This is why salary transparency is so important in our ever evolving world of work as we seek to close the gender pay gap – as well as other pay gaps including the racial pay gap, disability pay gap, age pay gap, and LGBTQ+ pay gap – and increase diversity and equal opportunities at work.&nbsp;

<h2>The Rise of Salary Transparency&nbsp;</h2>In the United States, the concept of salary transparency dates back to the early 20th century, when unions began demanding greater transparency around pay and benefits. Unions have historically been strong advocates for salary transparency, as it allows workers to negotiate better wages, benefits, and helps to keep employers accountable.In government and public sector jobs, salary transparency has also been the norm for many years. Many federal and state government agencies are required to make some form of wage information publicly available under laws like the&nbsp;<a href="https://home.treasury.gov/footer/freedom-of-information-act#:~:text=The%20Freedom%20of%20Information%20Act%20(FOIA)%20gives%20any%20person%20the,information%20found%20in%20the%20FOIA.">Freedom of Information Act (FOIA)&nbsp;</a>and state open records law.The private sector however, has just started to build momentum in a growing movement towards greater salary transparency. The rise of the internet, social media, and pages like our very own Salary Transparent Street fuels this rise with growing online communities and access to more transparent salary information.&nbsp;<a href="https://nypost.com/2023/03/10/i-found-a-listing-for-my-job-at-a-much-higher-salary-so-i-reapplied/">Employees&nbsp;</a>are now finding out that they were being underpaid at their jobs, including Salary Transparent Street’s founder, Hannah Williams, who found out she was making $20,000 less than her market rate&nbsp;which <a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street">inspired her to start STS</a>.&nbsp;

<h2>The Evolution of Pay Transparency Laws</h2>It’s perfectly legal to discuss our pay with each other as employees and employers can’t legally prohibit employees from sharing that information. Remember that the next time you read a company policy that says otherwise.Under Executive Order 11246, employees have the right to discuss their pay with other employees and applicants. It states that an employee “cannot be disciplined, harassed, demoted, terminated, denied employment, or otherwise discriminated against because you exercised this right,” according to the&nbsp;<a href="https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/factsheets/FACT_PayTransparency-Sept16_ENGESQA508c.pdf">U.S. Department of Labor</a>.Congress also passed the&nbsp;<a href="https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act">National Labor Relations Act</a>&nbsp;(NLRA) in 1935 that provides employees at private-sector companies the right to seek better working conditions and representation without the fear of retaliation. However, public-sector employees are excluded, which are any state employees, local and federal government workers, agricultural and domestic workers, independent contractors, and workers who are employed by a parent or spouse. Air and rail carrier employees are covered under the&nbsp;<a href="https://railroads.dot.gov/sites/fra.dot.gov/files/fra_net/1647/Railway%20Labor%20Act%20Overview.pdf">Railway Labor Act</a>.Additionally, there are currently 8 states that have enacted salary transparency laws that require disclosure of wage ranges. These states include Washington, California, Nevada, Colorado, Maryland, New York, Connecticut, and Rhode Island. The differing laws vary in definition from state to state. For example, Colorado requires employers to include in job listings “a general description of all of the benefits and other compensation to be offered to the hired applicant,” along with the hourly or salary compensation/range for their position. California, meanwhile, only requires employers to provide the pay scale in the job posting, not information about “compensation or tangible benefits.”16 other states are now considering&nbsp;<a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a>, with legislation being introduced in Alaska, Georgia, Hawaii, Illinois, Kentucky, Maine, Massachusetts, Missouri, Montana, New Jersey, Oregon, South Dakota, Vermont, Virginia, West Virginia, and Washington, D.C.&nbsp;

Person explaining salary transparency benefits gif

<h2>Benefits of Salary Transparency</h2>Pay transparency has several benefits for both the employee and employer.For instance, it helps to attract and retain talent for companies while improving employees’ job satisfaction, trust, and increasing productivity. It also helps to improve the reputation of companies and builds a culture of openness with profound long-term effects.&nbsp;<a href="https://www.cnbc.com/2023/03/19/ways-hr-is-thinking-about-attracting-and-retaining-gen-z-talent.html">Gen Z candidates</a>&nbsp;now expect transparency, and companies could lose out on top talent by not providing it.&nbsp;Salary transparency encourages fair &amp; equal pay while closing several different pay gaps. The most recent significant impact of salary transparency has been its ability to&nbsp;<a href="https://qz.com/work/2118866/the-pros-and-cons-of-salary-transparency">close the gender pay gap by 45%</a>&nbsp;in transparent organizations, according to a study at the University of Utah’s business school.&nbsp;While there are several benefits of salary transparency, it also has its drawbacks. An&nbsp;<a href="https://hbr.org/2022/08/research-the-unintended-consequences-of-pay-transparency">unintended consequence</a>&nbsp;of transparent pay information is that it compresses pay and narrows the pay gap between employees at different levels of an organization or within a specific job category.&nbsp;Wage compression happens in two ways; salaries of lower-paid employees are raised to become more equitable with those of higher-paid employees, or when salaries of higher-paid employees are reduced to become more equitable with those of lower-paid employees. The second case is typically for higher-earning employees who have been historically cisgender white men that’ve out-earned other groups for decades 👀.

Corporate Bro gif with the words E-QUI-TY

<h2>How Companies Can Embrace Salary Transparency&nbsp;</h2>Achieving full salary transparency and pay equity will take more than the efforts of workers to break the stigma around talking about money. Three things have to come together to make this work – community, corporate, and congress. Congress and community are starting to do their part, with partial responsibility now shifting to corporate America.Even though there are no federal laws requiring private employers to disclose compensation information (yet), there are ways they can start embracing salary transparency sooner than later.A few ways corporations can start building equitable policies around pay include:<ul><li>Conducting a pay audit &amp; using data to set salary ranges:&nbsp;A pay analysis can help ensure pay equity internally for employees. This might include an audit on current compensation across organizations and referring to updated market and competitor pay data to compare to and update pay ranges.&nbsp;</li><li>Creating a pay transparency policy:&nbsp;Take into account applicable laws, company culture, and company reputation as you design a pay transparency policy that best fits. Will you need to share pay ranges on job listings and decide how to publish pay data internally to employees? How will you communicate these appropriately both externally and internally? Rolling the policy out in phases may be more beneficial to management than rolling it out all at once.&nbsp;</li><li>Preparing managers:&nbsp;Managers are going to be a big part of how a company communicates pay transparency policies to current and potential employees. This may especially change <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">how negotiations work</a> with management and they may be less able to grant personal requests in negotiations as their salaries and benefits are more standardized per each position.</li><li>Publishing the pay information internally:&nbsp;This is corporate marketing 101. The way that a corporation decides to communicate how they are publishing salary information internally will have an effect on how it’s received by their employees and potential employees.</li><li>Adjusting &amp; adapting:&nbsp;As you build and publish new pay transparency policies, it will take some time to adapt with the varying personalities and opinions on pay transparency within an organization. Keeping an open line of communication with employees and management about the changes and allowing them to feel like they are a part of decisions being made will help create the most successful outcome.</li></ul>

Gif with a person saying pay what you owe me plus 20% for the inconvenience

<h2>Salary Transparency is The Future of Work</h2>Salary transparency is good for both the employer and employee, challenging both to create environments where they can succeed and grow. Now with over half of America enacting and thinking about pay transparency laws, the movement continues to grow.&nbsp;(AD) Do you know if you’re fairly paid?&nbsp;Fill out this&nbsp;<a href="https://payscale.pxf.io/c/3976832/1542560/16772">short salary survey</a>&nbsp;from Payscale to get a free salary and benefits report, and learn how you compare in your overall market. You'll also get career path predictions, see companies hiring for your role, and find out what skills can help you get ahead.* Disclaimer * to add at the end: This is an affiliate link, which means we may receive a commission, at no extra cost to you, if you click through the link and make a purchase from one of our partners.&nbsp;Need help researching your market rate?? Download our&nbsp;<a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">free Market Research Guide</a>.Subscribe to&nbsp;<a href="https://view.flodesk.com/pages/629773b2f0870d83de7c7fc7">our weekly newsletter&nbsp;</a>for important recaps on the state of work culture, insightful interviews from successful professionals, and resources to help you navigate and advance in your career.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Send us an email ➡️ hello@salarytransparentstreet.com&nbsp;

The Importance of Salary Transparency

What’s the reason we have jobs? To get paid.You’d think that we should know what we’re going to get paid before we spend time and energy applying for a job, but that isn’t the case for much of the United States.&nbsp;For years it’s been normalized for employers to hide pay on job listings, ask for salary history, promote pay secrecy, &amp; avoid reporting on pay data. This gives the employer the upper hand in salary negotiations, which can cause pay gaps &amp; wage discrimination for workers.&nbsp;

Wait a second…you guys are getting paid? 🤨#salarytransparentstreet #salarytransparency #paysecrecy

Despite the implementation of the <a href="https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/internal/policies/equal-pay-for-equal-work#:~:text=The%20Equal%20Pay%20Act%20of,wage%20discrimination%20based%20on%20sex.&amp;text=The%20Equal%20Pay%20Act%20(EPA)%20protects%20individuals%20of%20all%20sexes.">Equal Pay Act of 1963</a>, a significant gender wage gap persists, with women still earning less than men for equivalent work. This wage disparity exists across both private and public sectors, and mostly affects women of color.Pay transparency laws seek to change that.Pay transparency laws can differ from state-to-state, city-to-city, and even sector-to-sector. Depending on your location, your job search may be impacted in all the best ways.Key points:<ul><li>Pay transparency laws help create policies that close marginalizing pay gaps, combat discrimination, and help workers get paid what they deserve.</li><li>In locations where pay transparency laws are not in effect yet, employers are already starting to disclose pay ranges on listings and becoming part of the movement.</li><li>With several states having 1 or more laws that require pay transparency in some way, there are now federal bills in the works.</li></ul>

<h2>What are Pay Transparency Laws?</h2>Pay transparency laws govern how employers disclose information about employee compensation, whether that’s internally or externally. They help ensure that all employees are compensated fairly and equitably for the work they do, regardless of gender, race, or other demographic factors, while also helping employees to be able to advocate for themselves with more ease when they <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiate salary in a job offer</a>.&nbsp;Disclosing pay compensation has been a practice for quite some time in state and federal job listings. Requirements for private companies are a little different depending on your location as these laws can vary by jurisdiction.It's important for both employers and employees to be aware of the pay transparency laws that apply to their jurisdiction to ensure compliance and protect their rights.

<h2>Types of Pay Transparency Laws</h2>There are 4 different types of pay transparency legislation that currently exist in the U.S. This includes laws that require disclosure of pay ranges, salary history bans, policies that prohibit pay secrecy, and requirements around pay data reporting.Required Disclosure of Pay RangePay transparency laws that require pay range disclosure exist in a variety of ways and change from location to location. Some laws require salary ranges to be posted in all job listings while other laws require disclosure upon candidate request or after the first interview.&nbsp;&nbsp;“Most of the laws say that employers must post a range that they in ‘good faith’ believe they will pay for the role,” says Lulu Seikaly, Senior Corporate Employment Attorney at PayScale. The pay range posted can be a wide range or smaller range depending on the company.Salary History BansSalary history bans are laws that prohibit employers from asking candidates about their salary history, including the question on applications, and from retaliating against job applicants for not sharing salary history information.What someone makes at a past job shouldn’t have anything to do with what they make at a new job and can often bar them from negotiating for more. Salary history bans make it possible for candidates and employees to fairly negotiate their salary, as it puts them on a more equal level playing field as the employer during those discussions.Policies Against Pay SecrecyThanks to the <a href="https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act?fbclid=PAAab4PmbuWL_Zt9kFS6Py2dLdDIKMls-WSwbjOzOQPz_ttj92ytYN_Iy7khI">National Labor Relations Act</a>, workers are legally protected from employer retaliation for <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">talking about their pay</a>. In order for workers to be fully protected under the act, it’s best to share salary information off company time and property.While most employees in the private sector are covered by the NLRA, the act doesn’t cover any federal, state, or local government employees.Other workers that aren’t covered by the NLRA includes:&nbsp;<ul><li>agricultural laborers</li><li>domestic service workers of any person or family in a home</li><li>Workers employed by a parent or spouse</li><li>independent contractors</li><li>supervisors</li><li>railroads and airlines workers</li></ul>For more information on who is and isn’t covered by the NLRA, visit their <a href="https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/jurisdictional-standards">jurisdictional standards</a> page.Required Pay Data ReportingReporting on pay data helps to identify and eliminate any inequities in compensation.There are a handful of states including Illinois &amp; Minnesota that are currently required to report pay and demographic data. This data is usually required to be reported on an annual basis and to their Civil Rights Department, Department of Labor, or other state agency.For our European friends, the EU recently introduced pay transparency legislation that includes similar pay data reporting requirements. Under the directive, EU companies are required to share information about how much employers pay women and men for the same work. If it’s found from the reporting that the gender pay gap exceeds 5%, legal action will be taken in the form of penalties and fines for employers who break the rules.

<h2>Pay Transparency Laws by State &amp; Jurisdiction</h2><a href="https://my.visme.co/view/8roxdkrq-pay-transparency-law-map">Click through the interactive chart below</a> for pay transparency laws across the U.S. including what’s required in your state. To see the full explanation &amp; documentation of each law per state, refer to the full table down below.

US map of pay transparency laws per state

<h2>What About Remote Employees?</h2>

Where the laws get confusing is when candidates or employees are remote and located elsewhere that isn’t clarified in the law.“When Colorado’s law first came out, many companies were posting remote job postings, but the postings were explicitly excluding Colorado applicants. A lawsuit was filed, and Colorado came in and said that if employers do this, they are operating in bad faith and skirting around the law. Ultimately, if the job can be performed in 49 out of 50 states, it can be performed in all 50 states, and employers must comply by posting ranges,” Seikaly explained.

<h2>The Rise &amp; Evolution of The Pay Transparency Landscape</h2>The <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">importance of salary transparency</a> is becoming clearer and clearer with each passing day (and <a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street">interview we film</a>). Pay transparency laws weren't around 10 years ago. Now there are 32 states that have some form of pay transparency law, with more on the way, and a movement that continues to grow.Due to the rise of pay transparency, <a href="https://www.hiringlab.org/2023/03/14/us-pay-transparency-march-2023/">Indeed reported</a> that the amount of jobs disclosing salary information more than doubled from 18.4% to 43.7% between February 2020 and February 2023.

<h2>Where to Go From Here</h2>A new Federal bill <a href="https://www.congress.gov/bill/118th-congress/house-bill/1599/text?s=1&amp;r=2">HR 1599</a> was proposed to include pay ranges in all job postings, provide pay ranges to applicants, and provide pay ranges to existing employees for their positions. If the bill is passed, pay ranges across the U.S. would be required on all job listings from any “employer providing an employment opportunity” – which is a pretty big deal.The federal protections being proposed don’t stop there. The U.S. House of Representatives passed the <a href="https://www.congress.gov/bill/116th-congress/house-bill/7/text?r=2">Paycheck Fairness Act</a> on March 27, 2023. If the bill ends up getting signed into law, employers nationwide would be prohibited from asking job applicants about their salary history. It would also require them to prove that pay disparities between genders are job-related.It looks like there’s no stopping pay transparency across the country. This is only the beginning.&nbsp;Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

featured image with a background of a map and title text that reads "is pay transparency legal in your state?"

Green image with a map element and overlay text that reads "is pay transparency legal in your state?" 

Pay Transparency Laws: Is Pay Transparency Legal in Your State?

Navigating the art of <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">salary negotiation</a> can be a difficult task, especially when you’re scared that you could lose a job offer because of it. Don’t let that fear get the best of you.&nbsp;Worrying about all the bad things that could happen will only add insecurity to your efforts. Have you thought about what good things might happen? Because there’s a higher chance of a good outcome from negotiating rather than a bad one like a rescinded job offer.&nbsp;Always negotiate salary and benefits no matter what doubts may pop in your head. How you go about that is the secret sauce to getting what you want.

&nbsp;Key points:<ul><li>Job offers aren’t normally rescinded due to negotiating.</li><li>There are ways to avoid losing a job offer, but some things may be out of your control.&nbsp;</li><li>Don’t let fear stop you from negotiating and advocating for yourself. Always negotiate no matter what.&nbsp;</li></ul><h2>Can You Lose a Job Offer By Negotiating Salary?</h2>Can you really lose a job offer by negotiating salary? Well, yes and no. It’s actually a rare occurrence because employers expect people to negotiate when receiving a job offer. But it still happens as not all employers are the same. &nbsp;

For instance, <a href="https://www.thecut.com/article/ask-a-boss-job-offer-rescinded-after-negotiating.html">The Cut </a>published a letter from a woman who lost a job offer after negotiating, but most likely due to something that happened on the employer’s end. They almost didn’t publish the letter in fear that it would deter other women from negotiating, but thought it was important to share since the topic isn’t something that is talked about often.&nbsp;However, <a href="https://www.cnbc.com/2022/05/13/85-percent-of-americans-who-negtiated-a-job-offer-were-successful.html">a survey from Fidelity</a> found 85% of Americans and 87% of professionals ages 25 to 35 were successful when negotiating salary and benefits, meaning they got at least close to what they negotiated for. Remember, those odds are in your favor. If you let the fear of negotiating overcome you, you could lose out on some serious wealth building money in the future.<h2>Why Do Employers Rescind Job Offers?</h2>Usually it has little to do with you and everything to do with the employer. Pulling offers when a candidate negotiates is outside of normal business operations and could indicate that they lack a professional culture in their hiring process. If that’s the case, you probably don’t want to be working for them anyway.

On the other hand, there may be things happening on the employer side that fairly explains why they rescinded the offer, but they rarely reveal those details. They could’ve found a stronger candidate last minute, changed organizational needs, or received pressure to hire an internal candidate from higher up management.When negotiating salary and <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">benefits</a>, there will always be things outside your control. Instead, focus on what you can control.<h2>The Do’s &amp; Don’ts of Salary Negotiation</h2>There are several reasons why a job offer might be rescinded. When you can’t control much from what happens behind the scenes of the employer, you can at least control your end of the negotiation.Let’s dig into a few do’s and don’ts of salary negotiation so you can step into the discussion fully prepared.<h2>Don’t Make Unrealistic Demands When Negotiating</h2>When negotiating your compensation package, avoid responding with excessive counteroffers or demands that are unrealistic. These could be demands that are against company policy, rebounding with a new ask each time they respond, and anyway that shows you are unwilling to meet an agreement.&nbsp;<h2>Do Provide Proof of Your Value</h2>Make sure you have a justifiable reason that has to do with your value as a candidate when negotiating. For example, when negotiating for a higher salary but using personal preference instead of presenting it as your market salary could appear as a red flag to the employer. Our <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Free Negotiation Guide</a> is a great resource to assist you in how to present your value to the company.

<h2>Don’t Be Combative or Aggressive</h2>This goes hand-in-hand with unrealistic demands, which could be seen as combative and an indication that you may be difficult to work with. If you act unprofessionally or aggressive during the negotiation, including passive aggressively, that could be another reason a job offer would be withdrawn.<h2>Do Make Sure to Be a Good Communicator During The Hiring Process</h2>When receiving a job offer, make sure to stay in constant contact with the recruiter and hiring manager in the most professional way possible. This includes when negotiating over the phone and email. Don’t leave them hanging for days without prompt communication of how long to expect when they’ll hear from you next. You want to show them that you are a good communicator and are reachable. This will also show them how you’ll perform in the new role and that you’re easy to work with when coming to an agreement.

<h2>Don’t Beat Around The Bush</h2>Talking about pay and benefits earlier in the interview process will help set expectations and prevent excessive negotiations after a job offer. If you were to ask about the salary in the first few interviews, that is an expected question to bring up and sets the stage for when negotiations come around during a job offer. Due to several <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws </a>across the country, it’s illegal in some states for them to refuse that question.<h2>Do Work On Your Timing</h2>Trying to negotiate after accepting a job offer or after a round of negotiations when terms were already agreed on could be a red flag as well, but isn’t always.&nbsp; If you decide to negotiate after accepting the job offer, we have a few <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a> to help you with handling that situation.&nbsp;<h2>When Job Offers are Non-Negotiable</h2>Another reason that isn’t talked about much is when a job offer is non-negotiable. If an employer sends you a job offer and states that it’s non-negotiable but you still try to negotiate, you may receive a response along the lines of, “This offer is non-negotiable and if that doesn’t work for you, then we can’t move forward.” In that case, it’s your decision to move forward with the job offer as-is or continue your job search.Considering a few of these reasons, you should still negotiate for a fair compensation package no matter what. It’s how you go about it that you should be careful of. Keep in mind what’s most important to you in that package, what isn’t, and what you’re willing to compromise on.

<h2>How to Avoid Losing a Job Offer During Salary Negotiations</h2>There will always be doubts that come to mind when approaching negotiations. Some call it “imposter syndrome”, but in reality it’s a very real and universal insecurity many folks share. Asking for money and advocating for your needs in any setting is uncomfortable, especially with added pressure from a job offer. Those doubts are just that - doubts. They aren’t real and are grounded in all the “what-ifs” that cycle through our mind when we get scared.But employers are not all evil overlords waiting to pull the rug out from every candidate that negotiates. Companies value people who advocate for themselves. If they don’t, how could they advocate and make sound decisions for the company in their job position?So, even if it’s possible to lose a job offer, it isn’t necessarily because you decided to negotiate. Always negotiate and advocate for yourself no matter what and use our <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Free Negotiation Guide</a> as your own personal blueprint.

&nbsp;That wraps it up for this week. Until then, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about worker’s rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com &nbsp;

Featured image with green background and illustration of people negotiating with title text that reads can you lose a job offer by negotiating 

Losing a job offer just by negotiating seems pretty unfair. Does that even happen? Let's dig in and learn the do's and don'ts of negotiating (and grab our Free Salary Negotiation Guide while you're at it).

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