More Responsibility at Work, Same Pay? Here's What to Do

Your boss just assigned you some new responsibilities, yay! You're happy to be trusted and recognized for your hard work. But as the conversation ends without any mention of a salary increase, the joy begins to fade, giving way to disappointment. Aren’t you going to be compensated for these additional responsibilities? 

The “more work, same pay” phenomenon is certainly not new and at this point it even has a name: Quiet promotion or dry promotion. It happens whenever a worker is given additional responsibilities or experiences an increase in workload without receiving a raise.

More responsibility at work, same pay: Can your boss actually do this?

Yes, your boss or manager can legally increase your workload without giving you a raise. “With shifting market dynamics and evolving business needs, it's not uncommon for bosses to adjust job roles and responsibilities without immediately adjusting compensation,” Smith says. “However, this should be done transparently, with a clear rationale communicated to the employee.”

Ideally, when a promotion is not offered immediately, it should still be on the table for future discussions. “When a pay raise doesn’t accompany increased responsibilities immediately, ongoing dialogue about performance, career development, and fair compensation is crucial for maintaining engagement,” she says. 

Additional responsibilities at work: Examples

Being asked to perform one or two additional tasks is not uncommon for most employees. But there's a difference between covering for a coworker who's on a five-day sick leave and having to regularly take on responsibilities outside of your job description.

So how do you know when this line has been crossed? Here are some examples of most the common forms of dry promotion:

• You're asked to absorb the responsibilities of a colleague who held a title above yours and left the company. For example, a copywriter is being asked to take on the role of an editor.

• Your boss or manager asks you to take on responsibilities that are not only outside your job description but also above your position. For example, a cashier being assigned to perform as a floor manager.

• You are assigned more responsibilities than your coworkers with the same title and salary as you. For example, you're the only sales assistant  in a team of three who is expected to bring in new clients.

More workload, no raise: What should you do in this situation?

Even though it's legal for your boss to increase your workload without a raise, it doesn't mean you should ignore the elephant in the room and refrain from pursuing a promotion. The key is to strategize your next steps wisely.

Assess the new expectations 

First and foremost, you need to understand your new responsibilities and what's expected from you moving forward.  Are you performing tasks completely outside of your job description? Do you have responsibilities above your title? Is this temporary, or will it continue indefinitely? “Clarify the specific expectations for the increased responsibilities and how they align with the current role,” Smith says.

Find a more favorable timing

When it comes to making your request for a salary increase due to additional responsibilities, it's wise to choose an opportune moment in the company's calendar, such as your next performance review. 

“The performance management cycle can determine when to ask for a raise,” Smith says. Performance reviews typically occur once to several times a year, so getting on your manager's calendar about six to eight weeks before your next performance review can help them prepare for the discussion.”

In the meantime, you can also prepare what you're going to say to substantiate your request. “Highlight your achievements and the added responsibilities. A compensation conversation is an opportunity to make a case for your value to the company,” she says. 

Need more courage? Read this next: How to Ask for a Raise: The Ultimate Guide to Get What You’re Worth

Communicate your concerns 

Let's say you're doing manager work without manager pay and are expected to deliver manager-level results. It's only fair that you communicate your concerns about this change to your superior. “Have an open and honest conversation about any concerns regarding the increased workload and its impact on workload, career progression, and compensation,” Smith advises. 

Finally, negotiate a promotion

While it's tempting to send an email and wait for a response, Smith says an in-person collaborative conversation is the best approach. “Communicate your achievements and salary expectations in a way that balances humility and confidence,” she says.

Avoid using a demanding tone, as it can escalate the conversation into a heated discussion. Instead, focus on demonstrating that you have merits for a promotion based on your achievements and new responsibilities. 

“As a former manager, I spoke with many employees about compensation, and I appreciated it when they came to the table, communicated their value, and had a discussion,” Smith says. “It wasn't a demand or an ultimatum—it was a discussion. They kept it factual and left emotion out.”

Strengthen your case: If You're Long Overdue for a Promotion, You Need to Be Prioritizing These 6 Things

What to do if your promotion request gets denied?

If you've followed all the necessary steps and requested a promotion—but got denied, here's what do next:

Figure out the reason

Don't just walk out of the conversation after your request is denied. Instead, take a couple more minutes to ask follow-up questions and understand the reason behind the decision. “For instance, is your timing off? Is it not in the budget? If not, when will the budget or timing be reevaluated? If they're looking for a higher level of performance, ask what they'd like to see from you,” Smith suggests.

Ask for a follow-up talk

You also want to ensure that this conversation will be revisited in the future. After all, you're still taking on additional responsibilities. “Don't be afraid to follow up later,” Smith says. “Ask your boss when you can discuss compensation again. That way, you'll have a reason to follow up and reopen the discussion further down the road.”

Negotiate other forms of compensation

OK, you didn't get your promotion, but perhaps you still can gain something else. “Think outside the box, such as flexible work arrangements, additional training or support, or adjustments to other aspects of the role to help manage the increased workload,” Smith says. 

Are there any benefits of taking on more responsibility at work?

In rare situations, the “more workload, no raise” arrangement can actually work in your favor. Depending on your career goals and aspirations, taking on additional responsibilities can help you progress more quickly toward them.

“For example, if you work in HR as a coordinator and want to be a recruiter, taking on additional responsibilities related to recruiting makes sense,” Smith says. “It will help you learn about the job and build your skills and experiences in alignment with your goals.” 

Can you refuse to take the increased workload with no raise?

If it's clear you've been given more responsibility at work but your salary stays the same, can you refuse to do it? It’s not a great look. If you like the company and want to continue working there, try negotiating first before outright refusing.

“While you can express concerns about working more for the same salary, outright refusal to take on additional responsibilities without negotiation may not always be feasible,” Smith says. 

However, “if the increased workload is unreasonable or significantly beyond the original job expectations, you may need to consider your options,” she says. “Including discussing the situation with HR.”

This might help: How to Politely Decline Extra Work: Here's What to Say