At Pathway, we often have open conversations with both clients and candidates about salary and one of the most common questions that comes up is:
“What are they currently on?”
It’s understandable that clients want to benchmark salaries and make sure offers are competitive. But there’s a growing recognition that a candidate’s current salary doesn’t always reflect their true market value and relying too heavily on it can lead to missed opportunities on both sides.
This applies across all areas of the legal sector, from Legal Secretaries and Paralegals to Solicitors.
When “Current Salary” Doesn’t Tell the Whole Story
There are many reasons why a talented professional might be earning below the market rate. They might be:
- Working in a smaller practice with limited budgets
- Returning to work after a break or career change
- Staying loyal to a firm that hasn’t kept pace with salary inflation
- Taking on higher level responsibilities that their title or salary doesn’t yet reflect
In each of these situations, a person’s current salary is more a reflection of their circumstances than their ability or value. When an offer is based purely on what someone currently earns, it can unintentionally penalise those who have been underpaid, despite having the skills and experience to justify more.
For Employers: Focus on value, not just salary history
The real question for hiring managers should be:
“What is this role worth in the current market, for the level of experience we need?”
By assessing candidates against the market value of the role rather than using their current salary as a guide employers ensure fairness and attract stronger candidates.
Paying people according to their value builds trust, motivates performance, and reflects well on a firm’s reputation in the legal market.
For Candidates: How to Handle the Salary Question in Interview
If you know you are currently being paid below market rate, this question can feel tricky. But it’s important to approach it with confidence and clarity.
Here’s our advice:
- Be honest, but add context.
You don’t need to apologise for being underpaid, simply explain the reason. For example:
“I’ve been on £X, but that’s reflective of the firm’s size and structure rather than my level of experience.” - Shift the focus to value.
Follow up by emphasising your responsibilities, contribution, and skills:
“I’ve taken on significant responsibility for client management and case preparation, so I’m now looking for a role that aligns with that level of work.” - Know your market value.
Before interviews, get clear on typical salary ranges for your level and role (we can help with that). This ensures you can confidently discuss expectations based on market data, not emotion. - Keep it positive.
Avoid criticising your current employer. Frame it as wanting to move towards fair alignment with the market rather than feeling undervalued.
Salary Transparency Benefits Everyone
When salary conversations are open, realistic, and market led, both clients and candidates win.
- Candidates feel recognised and respected for their contribution.
- Clients attract and retain better talent.
- And the wider legal market remains fair and competitive.
At Pathway, we are proud to help both sides navigate these conversations with honesty and confidence ensuring that everyone is paid according to the value they bring.
Thinking About Your Next Move?
If you would like guidance on current market salaries across the legal sector, whether you are looking for new staff or exploring new opportunities, get in touch for an honest and confidential discussion.
📧 orla@pathway-careers.com
📱 07526 839030