Open conversations about wages can promote fair pay and transparency in the workplace. When employees talk about salary, it becomes easier to identify and address pay disparities.
However, some workers worry about the downsides of discussing their pay with colleagues. Some may fear retaliation or even job loss for sharing this information.
What California law says about salary discussions
California law provides protections for workers who wish to talk about their pay. You have the right to talk about your wages with coworkers without fear of retaliation. Some examples of legislation include:
- California Labor Code Section 232: This law bars employers from preventing wage discussions or punishing employees who do so.
- National Labor Relations Act (NLRA): Federal law protects most private-sector employees’ right to engage in “concerted activities,” including salary talks.
- California Equal Pay Act: This legislation encourages pay transparency by safeguarding employees who discuss wages.
These laws aim to foster fairness and openness. However, specific situations may have certain exceptions to these rules.
Protecting yourself when discussing salary
While the law defends your right to discuss wages, you can take steps to minimize potential conflicts. Consider these strategies when engaging in salary discussions:
- Pick an appropriate time and place for these conversations
- Respect coworkers who choose not to share their salary information
- Stick to factual information rather than speculation
- Keep a record of any negative reactions or threats from management
If your employer punishes you for talking about your pay, you can take action. You could tell your HR department, file a complaint with California’s Labor Commissioner, or talk to an employment lawyer.
Talking about salaries can help address pay disparity. When you know your rights and discuss pay carefully, you can help make your workplace fairer for everyone.