Ask HR: What to Do When You Get a Promotion, But Not a Raise

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

My department recently combined with one from another company after a merger. In the realignment, I received a promotion. However, it did not come with a raise. Is this normal? —Joe

Johnny C. Taylor, Jr: Congratulations on your accomplishment and new role! You may be surprised to hear that receiving a promotion without a pay increase is not uncommon. These kinds of promotions have been dubbed “dry promotions.” There could be several reasons for receiving a dry promotion, including budget constraints, the overall financial performance of your employer, or your employer’s intent to assess your ability to perform in your new role before ultimately giving you a raise. There are, however, actions that you can take to address your concerns respectfully.

Start by researching relevant salary ranges. Are comparable positions paying more than what you’re making now? A solid understanding of the market rate for your role will provide a solid foundation for your discussion; if your current salary is below market, that information will be valuable in negotiating a pay increase. Remember to look externally and internally. Ask your HR team for salary ranges for your previous and new positions. Keep in mind that in a merger, employers often re-evaluate and adjust salary ranges.

Next, plan a civil and professional conversation with your manager or human resources department. Ask why the promotion did not come with a pay increase. Understanding their rationale can help you frame your response. Inquire if a pay increase could be considered in the future, and if so, when you can revisit the conversation. Set a specific date for a follow-up meeting to review your performance and potential for a raise.

In addition, assess the long-term benefits of the promotion. Even without an immediate pay increase, your new role can enhance your resume, increase your visibility within the company, and position you for future advancement. The experience and skills you gain can also make you a more attractive candidate for higher-paying positions within your current company or elsewhere.

Finally, you can explore alternative compensation. If an immediate pay raise is not an option, consider negotiating for other benefits to improve your overall compensation package. Additional paid time off or schedule flexibility can provide significant value and improve job satisfaction. Also, consider asking for support in furthering your education or training. Professional development opportunities can benefit both you and the company in the long run.

Being inquisitive, transparent, and prepared will help you address your concerns and demonstrate your commitment to your professional and personal growth. Regardless of the immediate outcome, handling this situation professionally will serve you well in your career.

I recently took an entry-level job in a logistics warehouse. The training we received was minimal, especially when it comes to safety. Our work area has some large machinery, and we often use sharp tools and handle heavy items and hazardous materials. Is my employer required to provide a particular level of safety training for our work? How do I know if we’re adequately prepped? —Natalie

Johnny C. Taylor, Jr.: It must feel unsettling not to feel confident in the level of safety-related training you received. Under the U.S. Occupational Safety and Health Act (OSH Act), workers have a right to a safe workplace. Preserving workplace safety is lawful and also smart business.

The OSH Act directs employers to provide “employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to [their employees].” Employers can be fined for violations if a recognized, serious hazard exists and they haven’t taken reasonable steps, such as documented training, to prevent or decrease the likelihood of the hazard.

The OSH Act may require your employer to provide specific safety training, depending on several factors. Warehouses, including logistics warehouses, are not explicitly required to provide safety-related training, but there may be training requirements for employees who work with and around various types of hazardous materials and equipment. In addition, there may be state and local safety laws with training requirements.

If there are no specific laws requiring an employer to provide safety training to their employees, it’s still in everyone’s best interests to be properly trained to work with any equipment, tools, and hazardous materials in the workplace.

Always bring any unsafe working conditions to your employer’s attention. If your employer doesn’t respond to your request or you continue to feel unsafe, you can report the conditions to the Occupational Safety and Health Administration, which enforces the standards outlined in the OSH Act and defends employees from retaliation for taking such actions.

Ultimately, proper safety training benefits everyone in the workplace. When employees are well-trained, the risk of accidents and injuries decreases, leading to a safer, more productive work environment. Employees who feel safe and confident in their roles will likely be more engaged and satisfied with their jobs. Best of luck in your new role!