Check agreements and pay policies
- What does your workplace have in place? Are there collective agreements?
- What are the pay criteria at your workplace?
- Read the employer's pay policy and compare it with Naturvetarnas' view of pay.
- Go through your previous pay and performance review.
Find out what pay criteria apply in your particular organization and be sure to link your efforts to the pay criteria and give concrete examples.
Analyze your work performance
Highlight your main achievements and how you have contributed to the organization:
- What results have you achieved? Did you reach your objectives?
- Have you been given new tasks or more responsibilities?
- Have you developed your skills through training or specialization?
- Have you streamlined processes or developed the business?
Compare your salary level
Find out what others with similar roles and experience earn:
- Use Naturvetarnas salary statistics
- Contact Naturvetarna's member advisory service for salary advice
- Get help from union representatives at your workplace
- Talk to industry colleagues
Set clear goals
- Decide what you want to achieve in the pay review.
- Argue on the basis of competence, performance and responsibility.
- Agree on targets that could lead to higher pay in the future.
- Also negotiate benefits that can complement a pay rise, such as extra vacation days, skills development, flexible working hours and improved pension conditions (but don't give up a pay rise for another benefit).
Prepare strong arguments
- Show how your work benefits the business.
- Highlight concrete results and developments.
- Describe how you want to contribute in the future.
With a clear strategy and well-founded arguments, you will increase your chances of getting the salary you deserve. Do you need support? Contact the Naturvetarnas member advice service.
Successful implementation
The pay review should be a factual and forward-looking dialogue in which the manager justifies the salary setting based on skills, responsibilities and results. You should also get a clear picture of what is required to develop and increase your salary.
- Start by listening - Let the manager describe their view of your performance and salary development. Ask questions about the justification.
- Make your case - Describe your achievements and give concrete examples of how you have contributed to the business. Link your efforts to the company's goals.
- Discuss the future - Ask for clear feedback on what you can do to influence your pay at your next review.
- Summarize and secure agreement - Review what you have concluded and ask for written documentation.
Being well prepared, raising factual arguments and having a clear structure will help you create the best possible conditions for a fair salary setting.
Pitfalls to avoid
- Don't involve your personal finances - Argue on the basis of performance, not personal needs.
- Don't give ultimatums - If you threaten to quit, be prepared to follow through.
- Don't debate - A salary discussion should be a dialog, not a conflict.
- Don't let salary be replaced by benefits - Negotiate salary first and then discuss benefits as a complement.
If you do not reach an agreement, ask to come back after you have considered the manager's offer. You can also contact the Naturvetarnas member advice service for support in the process.
If you are not satisfied, you can:
- Take the initiative and suggest to your manager that you take on new tasks with more responsibility.
- Think about whether it's time to look for another job or explore the possibility of changing roles with your employer.
- Contact our Members' Advice Service to help you get your salary discussion right, so that there is a dialogue between you and your manager about your performance in relation to your salary.