Here’s the dealio: I accept a role with a large firm at the low end of their pay band because I’m stepping up from a lesser role with my current (crap) employer, from which, I’m thrilled to be making my getaway. But I have to give X months notice with the old firm and they are making me work the entire lengthy notice period (many months), despite my asking nicely if I could go a bit earlier. (Typical – they suck.) Grrr. Meantime, new firm does a 10% across-the-board pay rise. I’ve already accepted the pay package so, obviously, my pay will now be 10% less than the lower limit of the pay band for the new role.Should I just suck it up and be happy to be moving on to a better role with a better firm and deal with knowing I make significantly less than the others? Or do I say something to HR? I’m keen to start with them and I don’t want to make the wrong impression, but I’m afraid that, after a while, I might start feeling a bit like a fool getting thousands of pounds less than the least paid other people at my level. This is especially true because this firm is known for working people REALLY hard. I have no probs with long hours, but I may question this at 10PM, at 10% lower pay!Also, knowing how these large firms work, I’d be in shock if, on my first day, they just voluntarily said to me, “Gee, guess what? Your pay is now 10% more than what you signed on for!”Any thoughts/ideas appreciated.

It's simple really.Nicely approach the new employer and inquire if your offer can be revised in light of the general pay rises and a delayed start date. HR are usually considerate of the fact that people joining a peer group who earns substantially more are unlikely to feel happy.You will probably get some traction there. If not, and the job is really good take it anyway, excel in the first few months and ask for a rise. In the worst case, use the next review cycle to adjust your compensation to the norm.Ultimately the right role and career changing opportunity is usually well worth it and over the long run you will more than make up the odd 10% gap.

Absolutely agee with The Gnome. If it's generally known that there has been this 10% salary uplift then there should be no problem with asking that this is reflected in your salary too.The worst that can happen is that they say no or say that the 10% uplift was planned into your offer (i.e. at the time of your offer you were being offered 10% more than current employees).

I disagree slightly with The Gnome.I would rephase his advice to reflect my opinion."Nicely approach the new employer and inquire if your offer WAS revised in light of the general pay rises and request a delayed start date."It is a fair enough question to ask and if the answer is NO then take Gnome's advice in it's entirety.