Pay Transparency
Know what you are worth, compare offers objectively, and negotiate from evidence — not instinct. These guides turn public salary data into a negotiation position.
Most US workers never negotiate because they lack a reference point. These guides give you one — and show you how to use it. The core principle: a market benchmark cited in specific, metro-adjusted OEWS terms is more persuasive than a request based on merit alone.
Start with the Job Offer Evaluation guide if you have an offer in hand. Start with the Negotiation guide if you are preparing for a raise conversation. Both build on the same salary data.
The Salary Comparison tool benchmarks your pay against BLS OEWS percentiles for your occupation and metro area. The Job Offer Comparison tool compares total compensation across multiple offers — including equity, benefits value, and 401(k) matches — not just base salary.
How to Evaluate a Job Offer
Compare total compensation — base, bonus, equity, 401(k), health, and PTO — before you sign.
Read guide →How to Negotiate Salary After a Job Offer
Evidence-based negotiation framework using OEWS salary data and proven phrasing.
Read guide →When Hourly Beats Salary
Decision framework for workers weighing salaried roles against hourly or contract work.
Read guide →How to Ask for a Raise in 2026
Build the case, time it right, and back it up with market data — not just merit.
Read guide →How to Value a Benefits Package
Put a dollar value on health insurance, PTO, 401(k) match, and perks before comparing offers.
Read guide →Salary vs. Hourly: What's the Difference?
Exempt vs. non-exempt, overtime rights, and the real math between salaried and hourly pay.
Read guide →Tools for Pay Transparency
Job Offer Comparison
Compare two offers side-by-side including bonus and equity.
Negotiation Script Builder
Build a counter-argument grounded in OEWS market data.
Salary Comparison
Compare your salary against BLS OEWS medians for your role.
Income Percentile
See where your income sits in the US distribution.
All salary benchmarks in these guides use Bureau of Labor Statistics OEWS data — the federally mandated annual wage survey. Percentiles are published directly by BLS or derived using published standard deviations. These are informational tools, not financial, tax, or legal advice.
Frequently Asked Questions
Is discussing salary with coworkers actually protected by law?
Yes, under the National Labor Relations Act (NLRA), most private-sector workers have the right to discuss wages and compensation with coworkers. Supervisors and managers are not protected, and federal employees have different rules. California, Colorado, Connecticut, and New York have additional state-level pay transparency protections.
Does pay transparency actually reduce wage gaps?
Research consistently shows it does. When salary ranges are posted and compensation structures are visible, unconscious bias has less room to operate. Studies of public-sector transparency policies found that pay gaps between demographic groups narrowed after ranges were published.
What should I say when my boss asks why I want a raise?
Lead with specific, quantifiable market data — not feelings. A 3-step framing works best: cite the market rate for your role and geography from BLS OEWS data, show your performance record with specific achievements, then present a number that reflects both. Employers respond to market evidence more than to arguments about loyalty.
Does transparency mean I can see everyone else's salary?
Not necessarily. Most transparency policies require employers to share salary ranges for job postings or compensation bands within a role — not individual salaries of specific coworkers. Some states require employers to share pay ranges for open positions with current employees upon request.