You’ve made it to the interview stage, the conversation is going well—and then it happens.
“Can you tell us about your salary history?”
It’s one of the most uncomfortable moments in a job interview, especially if you’re aiming for a role that pays more than your last position. While some employers ask out of habit or budgeting purposes, the question can feel invasive—and potentially limiting.
If you’re not comfortable sharing your past salary (and you’re not alone), here’s how to navigate this tricky conversation with confidence and strategy.
Why Employers Ask About Salary History
From the employer’s side, asking about salary history may seem like a practical move. It’s often used to gauge a candidate’s compensation expectations, determine whether someone fits within the company’s budget, or even assess their level of experience.
Some employers also view it as a shortcut to avoid overpaying or underpaying—thinking that if they know what you made previously, they can make an offer that feels “competitive” without overshooting. Others use it to verify what they perceive as a candidate’s market value or seniority.
But there are major problems with this line of thinking.
Basing a salary offer on someone’s past pay can unintentionally lock in pay inequities, especially for women, people of color, and other underrepresented groups who may have been underpaid in previous roles. It assumes that past compensation was fair or appropriate, which isn’t always the case—particularly for those who started in lower-paying sectors, took time off, or moved to a higher cost-of-living area.
A 2018 study published in the American Economic Journal: Applied Economics found that when employers were banned from asking about salary history, the gender pay gap narrowed by 7%, and pay for new hires increased by 5% on average. That’s a clear indicator that removing the question leads to fairer, more equitable outcomes.
To address this issue, more than 20 states and dozens of local governments have passed salary history ban laws, making it illegal for employers to ask about a candidate’s prior compensation during the hiring process. These laws are already in effect in places like California, New York, Rhode Island, Massachusetts, and Illinois.
Even in states without formal bans, many companies are voluntarily avoiding the question to support equitable hiring practices and avoid anchoring pay to outdated or unfair benchmarks.
If You're Asked: What You Can Do
If you’re in a location where employers can’t legally ask about salary history, feel free to (politely) point that out. If you’re in a state where it’s still legal—or if they find a loophole by saying it’s “optional”—you still have options.
Here’s how you can respond without derailing the interview:
1. Redirect the Question
Instead of disclosing your salary, shift the focus to your expectations for the role.
“I’d prefer to focus on the value I bring to the role and the responsibilities involved. Based on my research and experience, I’m seeking a salary in the range of $X–$Y.”
This shows you’re informed, assertive, and focused on the current opportunity—not the past.
2. Emphasize Market Value
Use tools like Glassdoor, Salary.com, or the Bureau of Labor Statistics to back up your range with market data.
“I’ve done some research on the current market rate for similar roles in this area, and I believe a fair range would be between $X and $Y.”
Not only does this protect your previous salary from anchoring the negotiation—it also shows you’ve done your homework.
3. Politely Decline to Share
If you’re comfortable being more direct:
“I’m not comfortable sharing my previous salary, but I’m open to discussing compensation that reflects the role’s responsibilities and the value I bring.”
This response is respectful, assertive, and keeps the door open for discussion.
4. Ask About Their Budget First
Sometimes, flipping the script works in your favor.
“What is the salary range budgeted for this position?”
If they’re transparent, you can negotiate from there without ever discussing your past compensation.
When Transparency Works—And When It Doesn’t
There are situations where sharing your previous salary could work to your benefit—like if you were well-compensated and want to anchor the conversation higher. But for many candidates, especially those changing industries or roles, past salaries don’t always reflect current market value or skill level.
Remember, you are not obligated to share your salary history, and in many places, employers aren’t even allowed to ask. What matters most is what you bring to the table now—your skills, your experience, and your potential.
Walking into a salary discussion with a clear idea of your worth (and how to talk about it) can help you stay in control and advocate for the compensation you deserve.
