Ummm, no.
It’s unbelievable that I get this question as often as I do.
First, let’s get the legalese out of the way.
Discussing your salary at work is protected by federal law. The National Labor Relations Act (NLRA) protects employees’ rights to engage in “concerted activities” for the purpose of mutual aid or protection, and this includes discussing wages and working conditions. Therefore, employers are prohibited from taking adverse actions, such as write-ups or terminations, against employees for discussing their salaries.
While federal law protects these rights, state laws can sometimes add additional protections.
If you have concerns about discussing your salary at work, you may want to review your employment contract and company policies to ensure you are aware of any specific rules or guidelines set by your employer. If you have questions or concerns, consider seeking legal advice to understand your rights and protections under both federal and state laws.
California: California has specific labor code sections that protect employees’ rights to discuss wages and working conditions.
Colorado: The Colorado Wage Transparency Act explicitly protects employees’ rights to discuss compensation.
Illinois: The Illinois Equal Pay Act and the Illinois Wage Payment and Collection Act provide protections for employees discussing wages.
Maine: Maine has laws protecting employees from retaliation for discussing compensation.
New Hampshire: The New Hampshire Labor Code explicitly states that employees have the right to discuss their wages.
New York: The New York Labor Law includes provisions protecting employees’ rights to discuss wages.
Oregon: Oregon law protects employees from retaliation for discussing wages, and the Equal Pay Act includes provisions related to wage discussions.
Vermont: Vermont has laws protecting employees’ rights to discuss wages without fear of retaliation.
These are examples, and other states may also have protections, but these are the ones that I know offhand.
My two cents:
We are not our grandparents’ generation. I love that Millennials and Gen Z discuss salary and company culture. Everyone talks about the shift in the workplace, but these two generations are single-handedly responsible for pushing the needle for better work conditions and better pay. The job market is in a tizzy, and no one knows what to expect. I love our generation’s approach to “getting sh*t done” and demanding respect in the workplace. Both generations are completely reshaping corporate America as we know it.
Millennials (born 1981-1996) and Gen Z (born 1997-2012) have been at the forefront of reshaping workplace dynamics:
- Job Hopping Trends:
- According to a survey by Deloitte, approximately 43% of Millennials envision leaving their jobs within two years, showcasing a more transient approach to employment compared to previous generations.
- Emphasis on Company Culture:
- Gallup reports that 60% of Millennials are open to exploring job opportunities, emphasizing the importance of workplace culture, values, and engagement.
- Transparency and Open Communication:
- A study by Fidelity Investments found that Millennials prefer open and regular communication with their managers, aligning with a desire for transparency and feedback.
- Advocacy for Wage Transparency:
- A survey by Payscale revealed that Millennials are more likely to support and advocate for wage transparency, contributing to a cultural shift toward open discussions about compensation.
- Focus on Work-Life Balance:
- According to the Deloitte Global Millennial Survey, work-life balance is a top priority for Millennials, influencing career choices and employer loyalty.
- Tech-Savvy and Collaboration:
- Gen Z, being the first truly digital-native generation, values collaboration and tech-savvy workplaces. A study by Dell Technologies found that 80% of Gen Z considers technology as an essential factor in the workplace.
- Activism and Social Responsibility:
- Both generations are more likely to choose employers with a strong commitment to social responsibility. According to the 2019 Deloitte Millennial Survey, 42% of Millennials believe business has a positive impact on society.
But back to business…yes…yes, you can discuss your salary in the workplace, and don’t let anyone tell you differently.