Set your salary request right

You should validate your salary request based on your job grade, the binding effect of your duties and your accrued experience. Our salary radar (on member pages) allows you to ensure that your salary request is within the right range. The Finnish Business School Graduates' career coaches also provide coaching to help you set a salary request.

When considering the amount of your salary request, acquire an overall view of the rewarding related to the position. This allows you to assess what your actual hourly, monthly and annual income is compared to the job grade and working hours.

When agreeing upon a monthly salary, you should know the contents of the applied bonus system if there is one, and any possible results-based pay systems. It would also be useful to know who makes decisions on them and how they can be changed.

When determining your salary request, find out the following:

  • What kinds of personal goals are set in this position and how are they monitored?
  • What is the pay based on, what is its structure?
  • What kind of a profit responsibility does the person have, to whom does he/she report, what are his/her independent responsibilities?
  • What else does the pay vs. working hours contain? How are working hours monitored, are they flexible, will travel time be compensated for, how about overtime?
  • Does the salary include fringe benefits (for example, car, telephone, food and meal, health services)?
  • Does your business sector have a valid collective agreement for senior salaried employees? If your sector does not have a collective agreement for senior salaried employees, you must also negotiate matters included in them yourself.

Employees of workplaces without collective agreements and employees to whom collective agreements do not apply should know at least the following in addition to the amount of their monthly salaries:

  • When are salaries raised, how often and on what principles (For example, every year at the beginning of October according to a general policy)?
  • Is there any extra pay?
  • Is overtime compensated for?
  • What does a possible fixed overtime pay mean?
    • How many hours of work is it assumed to correspond to?
    • How often is the amount of fixed overtime pay reviewed?
  • Is free time spent on work-related travelling compensated for?
  • Does the company pay holiday bonuses?
  • How is the compensation for a parental leave determined?
  • Is a paid absence due to a child's illness allowed?

Before your negotiations for a raise, at least find out the following:

  • Has your job description expanded or have you been assigned duties involving more responsibility? (for example, new projects, new customer accounts, more demanding duties)
  • Has your competence improved?
  • Have you achieved better results?
  • How well have you attained the goals set for you?
  • Have you developed in your work?
  • Do you put in a lot of overtime, has the amount of work increased?
  • How do you operate in your work community; how have you contributed to fluent cooperation, for example?