SHIFTHEADS: Should You Ask for a Raise Now That Salary Ranges Are Public

Ontario's salary transparency law (previously and similarly in BC and Maritimes) just forced every employer to show their hand. Job postings under $200,000 must now include pay ranges and that means you can finally see what companies are willing to pay for roles like yours. Michael French, Regional Director at Robert Half, explains why this isn't just about new hires: current employees are about to discover whether they've been getting the "Mr. Burns deal" all along.

The conversation shifts to the internal crisis this creates for companies. What happens when your seven-year tenure at $75,000 meets a job posting advertising $80,000-$95,000 for your exact role? Shane and Michael explore the homework required before asking for more money: tracking accomplishments across the full year, not just recent weeks, and approaching your manager with market research instead of demands. French reveals why even bold employees struggle to articulate their value and how practicing the conversation with a friend changes outcomes.

Learn why inflation spikes in 2023-2024 created salary compression that this law will expose, how to frame a raise request as negotiation rather than confrontation, and what "team lead" or "performance manager" titles actually mean when traditional management tracks have vanished. You'll understand exactly what information to bring into your next compensation conversation.

KEY TOPICS:

• Salary transparency impact on current employee compensation
• How to document accomplishments for annual review negotiations
• Salary compression from 2023-2024 inflation spikes
• Alternative career progression paths without middle management
• Using posted salary ranges as leverage in raise requests

GUEST: Michael French, Regional Director | @‌roberthalfcanada

Originally aired on 2026-01-07