Recent data from the Office for National Statistics (ONS) reveals that UK wage growth slowed to 3.8% in the three months leading up to January 2026, marking the lowest rate in over five years. Despite this, many workers feel they are not being fairly compensated, especially as their roles have become more demanding or market rates for similar jobs have risen. This has led to growing concerns about whether employees are being paid according to the value of their work. Martin Balcombe, a global employment specialist, has identified several red flags that may indicate underpayment. These include taking on more complex tasks or greater responsibility without a raise, seeing new job postings at the same company offering higher pay for similar roles, or noticing that comparable positions on job boards regularly list significantly higher salaries. Workers who have acquired new skills or qualifications without a corresponding salary review may also be due for a raise. Balcombe adds that if an employer lacks clear criteria for moving to the next pay level, it may suggest there is no real plan for salary progression. ONS data from September 2026 shows that average monthly earnings vary significantly by age group. Younger workers aged 18-24 earn an average of around £1,868 per month, while those aged 25-34 earn about £2,845. Workers aged 35-49 have a higher average of £3,086, but this drops slightly to £2,717 for those aged 50-64. These figures highlight the disparities in earnings across different life stages. Balcombe cautions that salary comparisons can be misleading because they often overlook differences in industries, locations, and individual circumstances. He advises employees seeking a raise to provide concrete evidence of how their role has evolved, the impact of their work, and what similar positions in the market currently pay. According to ONS figures, the median annual salary for a full-time UK worker was £39,039 in 2025, a 4.3% increase from the previous year. However, to be in the top 10% of earners, a worker would need to make around £77,000 annually. Balcombe notes that what constitutes a “good” salary depends on various factors, such as living arrangements, pension contributions, holiday entitlements, flexibility, working hours, and opportunities for career advancement.