How I Download My Salary Slip

They have been quite insistent in asking salary, benefits and contract type of my current job. In the end, the HR guy told me that it is "company routine" to ask applicants their last pay slip during the interviewing process in order to better match the offer to the applicants' needs.

I was very vague in telling my current salary: I did not lie about it (just rounded for simplicity), I just stated my desired salary.Since I get the distinct feeling they're trying to lowball me (and everyone else) and I have no intention to send any pay slip at all, how can I answer in a polite but firm way?

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In the EU, there is the General Data Protection Regulation (GDPR). This covers the processing of personal data. Even if you agree to provide evidence of your current/previous salary, you should be careful that your GDPR rights are not violated.

I doubt if current salary information would count as being needed (they might argue it is, a court may have a different opinion), but the rest of your payslip information is certainly not needed. Asking for an entire uncensored payslip is unprofessional. They should ask you to black out anything they don't need, or only briefly look at it without storing the information.

Your current company most likely doesn't want you to divulge what they are paying someone to a competitor. Likewise, the new company won't want you to divulge what they will paying you to a competitor, so it is quite unprofessional to expect you to tell them the same information. Apart from that, a payslip does contain personal information beyond the pure salary, which only the payroll department of your new company is supposed to know (how much personal information depends on the country; in Germany for example a payslip would allow a good guess about the salary of your spouse).

And of course the "company routine to better match the offer to the applicant's needs" can only be called bullshit. What I need doesn't matter. What I want, what I'm worth, and what they can pay or want to pay, that's what matters. I very much doubt there is a law against asking anywhere, but my payslip information is something they won't get. (In the UK, their payroll will usually find out your total income in the tax year so far, but that's not the same as your pay and at that point it's too late anyway).

In practice, you can tell them either a range for the salary from X to Y, or a number "at least X"; if they offer significantly more than X then you can accept on the spot, if they offer at the bottom of the range you'll hold out for better offers. It gives them a chance to demonstrate that they want you.

You. Are. Correct. In a number of EU countries (your mileage/kms may vary), your salary during a job change is dictated by a percentage increase of your previous salary (5 to 15%), rather than market rates. I won't add words about the gender gap, because that would make me madder than I am now when I write such stuff ?

More in general, companies will ask you for your current salary very early. This has an upside from a certain point of view, because if you already earn too much for their budget, they will end the selection process straight away. Every company has the right to put in a budget constraint before starting selection, so checking the budget is less waste of time for both parties.

The downside is that if you didn't get raises often or didn't change job for a long while, you are capped to a salary lower than your fellow desk mate who has your same seniority, but changes slightly more jobs than you (note 1).

But I think the approach here is to offer an alternative. "My NDA prevents me from revealing such proprietary information, however, this page from salary.com shows the typical range of salaries for this type of position."

In that case (which I know from public-sector/academic research in Germany), the payslip doesn't reveal anything that cannot be computed from your CV, the job description and the publicly available wage tables. But it does give proof of your professional experience level at your last employer's, and that saves HR at the new employer computing for every single job you ever had how much that contributed to your professional experience and you from haggling with them over possibly every single of these decisions: the negotiation then is only to agree that professional experience at the last employer is to be fully counted. (The pay slip to show then is not the last but the first after entering your current experience group as it prooves that you've been in that group for $time already.)

I'd like to provide another angle for this question as both I and people I know have been asked to provide their a payslip from a current or previous employer for the purposes of verifying current / previous employment. (country: Netherlands)

You could ask whether it would be ok to provide a salary slip with the amounts blacked out (or be proactive and provide a blacked out salary slip, see how the company reacts). Be careful to use an irreversible method to do so though.

Honestly, what better match in the offer they could do basing on the payslip? The payslip doesn't say anything about you, your strong and weak points, your expectations. It says only how much you earn in your current company. They can classify yourself to their internal classification based on your income, if they divide their employees on classes, which has non-crossing wage ranges, and that classification is a total nonsense if you're moving to another country (my freelancer wage in Poland matched junior wage in Germany, although it was almost trice the average wage and the life standard you could have with it was significantly higher than with middle-position wage in DE).

There are, however, legitimate reasons for requiring the payslip, for example, calculating the tax in case of progressive tax system. But in that case, they need your payslip AFTER they hire you, never BEFORE.

Many companies (at least in my country) ask for payslips from previous employers for "verification purposes". This is done to avoid candidates who fake their current pay and negotiate for a higher pay. In such cases, you don't need to furnish the payslips while negotiating the offer. You only need to present copies of payslips after joining the company or in some cases after receiving the offer letter.

In the end, they will most probably get you through a couple of interviews and the manager will make an offer, most probably based on your current pay. In the interviews talking about salary will come out and that's when you start negotiating. I think that, unless you are desperate to get another job, it will not be a problem. You can always negotiate your salary and take it to the level you want.

Asking for a pay slip is indeed a tactic which allows to lowball you by limiting their offer to an amount you're expected to accept. Actually, asking how much you'd like to get is a variant of the same tactic: if they were ready to offer you $100k and you said you'd work for $50k, there's no way you'd get what you're worth.

There is no law against asking for it (for instance, GDRP would only apply if they plan to keep the data or transmit it to third parties), but you have to understand that their request is just that: a request, not an obligation. Therefore, act in you own best interest - if you expect a substantial pay increase, don't disclose the pay slip to them. If you're aiming for roughly the same salary, presenting a pay slip to them may be a good idea.

In any case, note that not showing the pay slip to the future employers is not a guarantee against being low-balled, knowing how much you're worth is. If you know your market rate is $100k/year, you can tell them you don't consider offers below e.g. $90k, at which point the figures in your pay slip become irrelevant.

After about 5 min or so I received a call from him and he asked me to provide the salary-related documents of one candidate. I was not sure which candidate he was talking about as I was unable to recognize him so I told him that I need to check. He told me that he was my candidate as he was offered by me and that he wants his last CTC breakup.

"I spoke with the candidate to understand why he had not submitted the CTC breakup document along with salary slips and is there any additional amount he was getting from his last company. But nothing helped".

I was sure something is missing. I started checking my notes, my comments on the evaluation sheet, started analyzing salary slips, checked each and every component in it. And In the salary slip, I found one component in the debit column as "Loan Repay", and in an evaluation sheet there was a note "Candidate has borrowed a loan from the company". And I remembered the candidate told me that his take-home salary was high but he had taken the loan from the company so the company was deducting a certain amount from his salary as an installment.

That time the business was making escalations because the offer was not released so I prepared the offer without CTC breakup. I calculated his CTC figures based on his salary slips adding his loan deduction as well. I immediately contacted my manager to tell him what had happened. And I explained the same thing to the other stakeholders who were present in the call. And in this way, the matter solved.

Salary slip is also a proof of salary when compared with CTC breakup and it also provides information on any extra component which candidate is getting like project bonus, project incentives, language incentives, shift allowance, etc, such components are usually found missing in the CTC breakup document.

When recruiting for a commission-based role, how can you ascertain if the applicant has been successful in reaching targets? This is, arguably, an example of where requesting payslips could be a practical and fair practice - as long as the hirer declares that previous base salaries are ignored. e24fc04721