This blog offers practical strategies to advocate for wage increases on behalf of newcomer clients facing cost-of-living challenges. It offers concrete approaches for both direct advocacy with employers and for preparing clients to advocate for themselves. The blog also discusses common challenges and legal considerations that could arise.
Understanding the Wage Challenge
The rising cost of living has become a significant concern for many workers—particularly newcomers building financial stability in the U.S. With housing, transportation, and health care costs increasing dramatically, many struggle to maintain their quality of life on current wages.
For many employers, wage discussions can be challenging, especially in financially volatile industries. However, open communication between employees and employers creates mutual understanding and positive outcomes. Service providers can work directly with employer partners to advocate for fair compensation for newcomer clients. They can also help clients prepare for these discussions themselves. Check out Switchboard’s video resource, 4 Tips for Effective Employer Conversations, to improve confidence in these exchanges.
As a service provider, you play a crucial role in advocating for fair wages, especially when clients face language barriers or lack confidence navigating these discussions independently. In most cases, you should negotiate for living wages during initial partnership formation conversations, to ensure that clients enter the workforce with the highest job quality possible. But even when these conversations have taken place, existing partnerships may fail to raise wages in accordance with industry standards and cost of living hikes, meaning that additional advocacy may be needed. In all cases, successful advocacy requires preparation, clear communication, and understanding both employer and client needs. Below are strategies to help you have these conversations with employers, regardless of partnership history.
Do Your Homework
Research Comparable Salaries
Begin by gathering data on market rates for the roles clients currently occupy, considering factors such as experience level, industry, and location. Use resources like the U.S. Bureau of Labor Statistics, Glassdoor, and Salary.com to prepare a compelling case supported by wage benchmarks. Service providers should present this research directly to employers, showing how fair compensation aligns with labor market standards and may improve recruitment and retention outcomes.
Reflect on the Strengths of Your Employer Partnership
Leverage the history of success between your organization and the employer. Highlight metrics like client retention rates, overall job performance, and the value your workforce has provided to the company. Framing your advocacy within the context of a productive and ongoing partnership positions your request as part of a shared goal for long-term success.
Understand Employer Needs
Tailor your advocacy to the employer’s priorities by researching their business challenges, growth goals, or workforce gaps. Position wage adjustments as a solution to help reduce turnover, increase productivity, and maintain employee morale. This helps them see the mutual benefit.
Putting It All Together:
Consider this example: A service provider, noting that the wages of the food manufacturing workers they’ve placed are not competitive, prepares to discuss this with the company’s management. The provider is concerned that their clients might leave for other positions that offer higher wages for less skilled work, such as roles in retail or warehousing, which are known to pay more in some cases.
Negotiation Statement: “We have been really proud to work with you in the last two years and place over 10 people in food associate roles at your company. Even more proud that 7 of the 10 are still working there! However, I’m concerned because I have not been able to generate the same level of interest in this position because some of our other employer partners are offering higher wages. I have also seen other food manufacturing positions with a starting wage that is $2 higher. This disparity is likely to tempt our talent to leave for what seems like easier work with better pay. I believe that adjusting the wages to at least match these other opportunities could help us retain your skilled workforce and ensure that they remain motivated and productive. Can we explore options for keeping you the employer of choice for our candidates?”
Consult with Your Client
Prepare Clients to Self-Advocate for Wage Increases
While service provider-led advocacy can be effective, some clients will be ready to advocate for themselves. In these cases, empower clients with the skills and tools to approach wage discussions confidently. Self-advocacy is most effective for clients with stronger communication skills and a deeper understanding of U.S. workplace culture.
Document Achievements
Encourage clients to track and record their accomplishments in the workplace. Whether it’s working quickly, taking on leadership roles, or offering to take on additional tasks, these achievements form the foundation of a strong case for a wage increase. Providers can offer one-on-one coaching to help clients clearly articulate these contributions or offer workshops that help clients consider their workplace strengths and frame these as success stories for their employers.
Encourage Good Timing
Help clients identify when to approach wage conversations, such as during performance reviews or after successful completion of key projects. Understanding timing ensures clients engage in these discussions when employers are most receptive.
Practice Together
Practice Effective Communication
Role-play wage discussions with clients, focusing on building confidence and refining key messages. Providers should encourage clients to stay calm, professional, and persuasive, while also preparing clients to address employer concerns. Mock negotiations help clients practice asking for fair compensation and responding to objections, including negotiating for benefits or professional development if needed.
Encourage Professionalism
Reinforce the importance of maintaining professionalism throughout the conversation. Encourage clients to listen actively, acknowledge employer perspectives, and remain respectful even if the outcome is not immediately favorable. Professional conduct helps protect the client’s relationship with their employer and creates opportunities for future conversations.
Whether advocating on behalf of clients or preparing them for self-advocacy, emphasize collaboration over confrontation. Wage discussions should focus on shared goals—such as employee retention and organizational growth—that benefit both the employer and employee. By centering the conversation around partnership and long-term success, clients and service providers can foster positive outcomes and strengthen employer-employee relationships.
Putting It All Together:
Consider this example: A nursing assistant seeks a wage adjustment during their performance review. After one year working at a hospital. They hope to align their compensation with the increased cost of living and their growing responsibilities.
Advocacy Statement: “Over the last year, I’ve really grown in my role here, especially with the additional responsibilities like training new staff and managing our patient care schedules. It’s been rewarding, and I’m committed to our team. However, I’ve noticed that with the rising cost of living, my current wage of $15 per hour is becoming increasingly insufficient. Considering my contributions and the going rate for this role in our area, I believe an adjustment to at least $18 per hour would better reflect my value to the team. Could we discuss this possibility?”
Prepare to Overcome Common Challenges
Both clients and service providers may encounter several obstacles when advocating for wage increases. Here are a few challenges along with some strategies to address them:
- Employer Budget Constraints
Some employers may genuinely lack the resources for immediate wage increases. In such cases, clients can negotiate alternative benefits, such as flexible schedules, additional paid time off, or professional development opportunities. These perks can still add value to the overall compensation package. - Fear of Rejection
Many clients may feel hesitant to initiate wage discussions due to fear of rejection or damaging their relationship with the employer. Service providers can help by reinforcing that it is a reasonable and professional request when approached thoughtfully. - Cultural Differences
For some newcomers, advocating for higher wages may be unfamiliar or culturally uncomfortable. Service providers should offer culturally sensitive guidance, emphasizing that self-advocacy is an essential skill in the U.S. workplace.
Know about Legal Rights and Protections
Clients should also understand their legal rights regarding wage increases and workplace protections. While there is no federal law requiring annual wage increases, some local regulations provide for minimum wage adjustments based on the cost of living. Familiarizing clients with their state and city-specific labor laws can empower them to advocate effectively.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, and youth employment standards for most employees in the U.S. Although it does not mandate wage increases beyond the minimum wage, understanding these rights ensures clients are protected from potential exploitation. Some cities and states have passed living wage ordinances, which require employers to pay wages that are higher than the federal minimum to meet the local cost of living.
For clients in unionized workplaces, collective bargaining agreements often include regular wage increases as part of negotiated contracts. Service providers can encourage clients to consult with their union representatives if they are part of one.
Conclusion
Effective advocacy not only improves individual financial security but also strengthens employer-employee relationships for long-term success. By equipping clients with the right tools and fostering a supportive environment, service providers can empower them to take control of their financial futures and thrive in the U.S. labor market.
Additional Resources
For more information on advocating for wage increases and understanding employment rights, explore the following resources:
- U.S. Department of Labor – Wage and Hour Division: Information on federal wage laws and worker protections.
- CareerOneStop – Salary Negotiation Guide: Practical advice on negotiating salaries and benefits.
- National Employment Law Project (NELP): Research and advocacy resources for workers’ rights and fair wages.
- Bureau of Labor Statistics – Wage Data: Up-to-date data on wage trends and compensation across different industries.
For more resources, visit Switchboard or consult CareerOneStop for tools and tips on wage negotiations.
