5 ways to know if you’re making less than your coworkers

People doing the same job at the same company can earn wildly different amounts, and it's not always about performance. Glassdoor's 2024 Pay Equity Analysis found that occupational sorting accounts for over half of the unadjusted gender pay gap economy-wide.¹ That means your job title, department, and level often matter more than how well you do the work. And within any given team, pay gaps tied to negotiation history, tenure timing, or simple managerial discretion can quietly stack up.

The uncomfortable truth is, you probably will not find out you are underpaid by accident. You have to go looking. But pay transparency is expanding fast, and there are more reliable ways to benchmark your compensation than ever before. Here are five of them.

Key takeaways

Research salary data on Glassdoor

Before you have any conversation about pay, you need a baseline. Glassdoor Salaries lets you search by job title, company, and location to see what people in similar roles actually earn. The salary data comes from real employee reports, not estimates or algorithms, so the numbers reflect what companies are actually paying.

Start by searching for your exact job title at your company. Look at the reported base pay range, then expand to your title across your metro area and industry. If your current pay falls below the reported median, that is a data point worth paying attention to. If it falls near the bottom of the range, you have an even stronger signal.

One thing to keep in mind: salary data is most useful when you triangulate. No single source tells the full story.

"The most reliable way I've seen people approach it is by triangulating multiple sources — checking salary transparency sites for reported ranges, looking at job postings in your area since many now list pay ranges by law, and talking to peers in similar roles." — GMP Quality Analyst on Glassdoor Community

Daniel Zhao, Glassdoor's chief economist, has emphasized that salary data is most useful when employees compare it against multiple reference points. Cross-reference what you find on Glassdoor with job postings that list ranges (more on that next) and direct conversations with peers.

Check salary ranges on job postings

Pay transparency laws have changed the game. Colorado, New York City, California, and Washington now require many employers to include salary ranges on job postings, and more states are following. Even if you are not actively job hunting, those posted ranges are some of the most concrete salary benchmarks available.

According to a Glassdoor/Harris Poll survey, 83 percent of U.S. employees and job seekers report that transparency around pay bands is very or somewhat important.² Daniel Zhao, Glassdoor's chief economist, has noted that these laws are pushing more companies to publish compensation data, even in states where it is not yet required.

Here is how to use this information:

Even companies that are not legally required to post ranges are increasingly doing so to attract candidates. That means the data is getting richer every quarter. Make it a habit to spot-check postings for your role a few times a year, especially before performance reviews or compensation conversations.

Talk to your coworkers (yes, really)

This is the step most people skip, and it is often the most revealing. Talking about pay feels awkward, but it is one of the fastest ways to learn whether you are being compensated fairly relative to your peers.

First, know your rights. Under the National Labor Relations Act, discussing wages with coworkers is legally protected for most private-sector employees. Your employer cannot legally prohibit these conversations or retaliate against you for having them.

That said, approach these conversations with some tact. Career consultant Barry Maher recommends leading with your own information: "Both within the industry and with fellow workers, you have to show them yours before you ask to see theirs. I always advise using the idea of a pay range rather than specific numbers."

Sharing ranges instead of exact figures takes the pressure off both sides. You might say something like, "I'm in the low-to-mid $80s for this role. Does that sound about right for our team?" That kind of framing invites honesty without forcing anyone to disclose more than they are comfortable with.

And if you do discover a gap, the conversation you have next matters just as much. One Glassdoor Community member described what worked for them:

"What has worked was just making an affirmative case that I was a productive member of the team, and backing that up with some examples of what I'd done. The idea that I was producing and might get the idea to leave seemed to be effective." — Sales Manager on Glassdoor Community

Tap your professional network

Your network extends beyond your current company, and that broader view can be just as valuable. Career coach, Rachel B. Garrett, advises: "Mine your professional network for former colleagues and others who may be hiring managers for positions like yours." People who have recently hired for your role have a precise sense of what the market is paying right now.

Former coworkers who have moved on to other companies are especially useful sources. They can often share what their new employer offered, how it compared to what they were making before, and whether they had to negotiate to get there.

Pay attention to recruiter outreach, too. If recruiters are consistently reaching out with roles that pay more than your current compensation, that is itself a market signal. You do not need to be interested in the job to note the number they quote. Over time, those data points build a reliable picture of where your pay sits relative to the market.

Watch for warning signs at work

Sometimes, the evidence that you are underpaid is not in salary databases or job postings. It is in the patterns you see at your own company. Here are four signals worth watching for:

As one Glassdoor Community member put it: "When the salary stops moving, but expectations keep climbing, that's usually the sign." — Works at Ince on Glassdoor Community

What to do once you know you're underpaid

Confirming you are underpaid is only the first step. What you do with that information determines whether anything changes.

Document your contributions. Before you bring up compensation, build your case. List specific projects, results, and responsibilities that demonstrate your value. Pair that with the market data you have gathered from Glassdoor Salaries, job postings, and conversations with peers.

Have the conversation. Request a meeting with your manager specifically about compensation. Come with your documentation and a clear ask. Frame it around market alignment and the scope of work you are delivering, not around what a coworker earns. Glassdoor's salary negotiation guide walks through how to structure these conversations step by step.

Consider full compensation. Salary is the biggest piece, but do not ignore equity, bonuses, benefits, retirement matching, and flexibility. Sometimes the gap narrows when you account for the full package, and sometimes it widens. Either way, you need the complete picture.

Know when to look elsewhere. If your employer cannot or will not close the gap, that is valuable information too. Glassdoor's guide on how to know if you're underpaid can help you evaluate whether to stay and negotiate or start exploring other options.

One Glassdoor Community member summed it up directly: "You can be resentful of it, but you only really have a couple options: either negotiate a higher salary based on your contributions to the company, or start looking elsewhere." — Researcher on Glassdoor Community

Frequently asked questions

What if my manager retaliates after I ask about pay?
If you experience negative consequences for discussing wages, that may be illegal under the National Labor Relations Act. Document the retaliation and consult an employment attorney or file a complaint with the National Labor Relations Board.

How often should I check whether my pay is competitive?
At least once a year, ideally a few weeks before your annual performance review. That gives you time to gather data and prepare a case if you discover a gap.

Can AI tools like ChatGPT tell me if I'm underpaid?
They can provide rough estimates, but AI-generated salary figures are not based on verified employer data. Cross-reference any AI output with reported salary data from sources like Glassdoor Salaries and current job postings with listed ranges.

Join the Glassdoor Community to compare notes on salary, ask for negotiation advice, and hear what's working for people in roles like yours.

Methodology

¹ Glassdoor's 2024 Pay Equity Analysis, December 2024. Analysis of Glassdoor payroll data for full-time employees as of July 25, 2024, using linear regression controlling for job title, department, level, tenure, and geography.

² Glassdoor/Harris Poll Pay Transparency Survey, August–September 2022. Online survey of 4,049 U.S. adults ages 18+, of whom 2,688 are employed or job-seeking. Bayesian credible interval of ±2.8 percentage points at 95% confidence.