Salary History
Your past compensation at previous employers. Employers historically asked for salary history to anchor offers. This practice is now banned in many US states and cities, as research showed it perpetuates pay gaps — particularly for women and underrepresented groups.
Salary history is a record of the compensation (base salary and sometimes total compensation) a candidate received at previous employers. For decades, asking for salary history was standard practice — employers used past pay to set offer amounts. **Why it was problematic:** Salary history anchoring perpetuates pay disparities. If a candidate was underpaid at their previous employer (disproportionately common for women and people of color), anchoring the new offer to that number locks in the gap. **Legal status in the US:** Many US states and localities now prohibit employers from asking about salary history or using it to set compensation. Banned states include California, New York, Illinois, Colorado, and many others. The list is growing. Check your state's current law. **What to do if asked illegally:** - In a jurisdiction with a ban, you can politely decline: 'I understand salary history questions aren't permitted in [state], but I'm happy to share my target compensation.' - In jurisdictions without a ban, you can still decline politely, though some employers may press. **What to say instead:** Redirect to salary expectations: 'I'm targeting $X-$Y based on market rates for this role and my experience.' This is always the better move — you're not anchored to the past and you're framing the conversation around market value. **Disclosing voluntarily:** Never volunteer salary history unless required. It costs you negotiating leverage.
Why it matters
Sharing salary history gives employers a data point to anchor your offer below what the role is worth. In most situations, the best move is to redirect to salary expectations — it's stronger for your negotiating position and increasingly your legal right.
Candidate tip
Research market rates before any compensation conversation so you have a confident, data-backed salary expectation ready — which eliminates the need to reference your history and positions you based on what the role is worth.
Related terms
Salary Expectations
ApplicationsYour target compensation for a new role — typically requested early in the hiring process by a recruiter. Stating expectations confidently, backed by market research, is more effective than deflecting or revealing a number before you understand the full scope of the role.
Salary Negotiation
Offers & NegotiationThe process of discussing and agreeing on compensation with an employer — most critically when negotiating a job offer, but also during performance reviews. Most candidates underestimate their leverage and leave significant money on the table by not negotiating.
Salary Range
Offers & NegotiationThe minimum and maximum compensation a company is willing to pay for a given role, often disclosed in the job posting (required in some states) or shared during the hiring process. Understanding the range helps candidates negotiate from a position of information.
Market Rate
Offers & NegotiationThe typical compensation paid for a given role, experience level, and location. Knowing market rate is the foundation of salary negotiation — it's how you establish whether an offer is fair and what counter-offer to propose.