A Third of Brits Feel Underpaid: Expert Advice Reveals What to Do if You Are Denied a Pay Rise

10/12/2025

The UK workforce seem to be fed up with low job satisfaction and feelings of being unfairly paid. A new job satisfaction index from custom workwear specialists, Essential Workwear reveals that millions of Brits are unhappy at work, despite many earning high salaries. The nationwide study estimates that around 6 million UK workers are dissatisfied with their current job and a whopping 30% feel unfairly paid.

The study surveyed over 2,000 UK respondents to determine overall job satisfaction for each industry, asking how much they are paid, if they are satisfied with their current job and if they feel they are paid fairly for their hard work.

The findings suggest that pay satisfaction and job enjoyment often go hand in hand, but perceptions of fairness may play an even bigger role in workplace happiness.

Around 17% earn less than £23K a year, which is below the national living wage if working a 39-hour week. But, over 20% of those surveyed earn more than £55K annually, showing a striking divide between low and highly paid workers.

Salary extremes: 21% earn over £55K, while 17% earn under £23K — below the national living wage for a 39-hour week and 40% of workers earn over £41K a year.

The gender pay gap was also revealed to be an issue in the study with 27% of men earn over £55K compared to just 16% of women. Almost unsurprisingly, job satisfaction is higher among men (29%) than women (22%).

On a more positive note, the South East of the UK leads in pay and satisfaction (30% extremely satisfied, 45% somewhat satisfied), while South West reports the highest dissatisfaction (17%). Wales has the highest proportion of workers feeling underpaid (37%). Northern Ireland and South East are the most satisfied overall (63% and 62%).

Certain industries reported higher job satisfaction than others as those working in IT lead both pay and satisfaction, with 53% earning over £55K and 45% extremely satisfied. Lowest-paying sectors include Hospitality & Events, Media & Internet, and Leisure & Tourism.

The survey highlights that pay isn’t the only factor driving happiness at work. While high salaries often align with higher satisfaction, perceptions of fairness, recognition, and opportunities for progression are equally important. For example, Property & Construction workers report high job satisfaction despite lower pay, while Transport & Logistics employees feel underpaid and dissatisfied.

With unfair pay being such a huge factor in low job satisfaction amongst industries, careers expert and CEO Mark Rothwell, of Hiring Hub, shares his guidance on what to do if you have been denied a pay rise:

Reasons for being denied a pay rise: As a CEO, I know pay decisions go through multiple layers of checks and balances. They are influenced by both company context and market realities. Internally, it could be budget cycles, strategic priorities or how roles and impact are benchmarked. Externally, broader economic conditions and industry trends matter. Recognising the full picture helps frame the discussion constructively and keeps the focus on growth rather than personal disappointment.
Options after being denied a pay rise: Even when a pay rise isn’t possible immediately, there’s a lot you can do proactively. Keep track of your contributions and impact, so you can present a clear case in future conversations. Some things you can do include; staying engaged with your manager, asking for feedback, understanding what milestones or achievements would support a salary increase. It’s your responsibility to keep the dialogue open rather than letting it close. At the same time, look for other ways to feel rewarded, whether that’s taking on projects to progress, developing new skills, or accessing non-monetary benefits that make a difference in your work-life balance. Being proactive shows ownership of your career, and positions you better for when opportunities do arise.
Finding out if a raise is on the cards: If you want to find out if you could be in line for a salary increase, again, the key is proactive and professional dialogue. Start by requesting a performance review or career discussion. Focus on your contributions and ask what milestones or outcomes would justify a raise. Phrase it as a collaborative conversation about growth and expectations, not just compensation. This ensures expectations are aligned and signals ambition to your manager.
Getting clarity on a pay rise rejection: Understanding the reasons behind a rejection is important, it removes ambiguity, allows you to address gaps and demonstrates maturity. Seek specifics respectfully and use the feedback to create a roadmap for future progression, this shows maturity, initiative and a focus on long-term impact.

Original Article: HRnews

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