Prepare a truthful answer or a neutral redirect, but first check the official labor agency for the job location because salary-history rules differ and change.
Current salary questions: start with evidence
State only compensation you can verify and define clearly. Where a salary-history restriction may apply, check the official rule for the job location before the interview.
A practical process
- Identify the job’s work location and whether the question concerns past pay, expected pay, or the employer’s range; those are different questions.
- Check the current official labor or civil-rights agency for that jurisdiction. Do not assume one state’s rule applies to a remote job or another location.
- Choose a truthful response: ask for the budget, state a researched target, or disclose only a verified figure if you decide to and local law permits.
- Afterward, record what was asked, the location, source/date checked, and any response or follow-up; consult the agency or qualified counsel if you believe a rule was violated.
Worked example
Task: Prepare for a recruiter asking about current salary for a role based in New York; this example illustrates one jurisdiction only, not a nationwide rule.
First output / attempt: “My current salary is $90,000,” even though the number combines base, a possible bonus, and an invented amount.
Mistake / weakness: It is inaccurate and fails to distinguish salary history from expected compensation. New York State says employers generally may not ask applicants for salary history under its Labor Law, while an applicant may voluntarily disclose it; exceptions and local rules must be checked.
Human correction: “I would prefer to focus on the compensation for this role. Could you share the range for this level? Based on the responsibilities and my research, I’m targeting [verified range].” For a California role, consult the California Labor Commissioner’s separate guidance rather than applying the New York rule.
Quality check: Confirm the role location, distinguish history from expectations, and verify the current official page. The proposed answer does not disclose past pay or assert that every jurisdiction has the same law.
Final usable result: Use the redirect, save the exact question and response, and keep the NY or California official guidance page and check date with your interview notes. If another state/city applies, replace those examples with its current official rule.
A beginner exercise
Input: A real job posting, the job’s primary work location, and the exact salary question you expect. Steps: Find the relevant state/city labor agency; record the official rule and date; identify whether it covers salary history, salary expectations, current employees, and remote roles; draft one truthful redirect and one optional precise disclosure. Expected output: A location-specific response card that does not claim nationwide legal protection. Retain: Official source URL/date, location, question wording, and your selected response. If you cannot determine coverage, ask the agency or a qualified employment lawyer; do not guess.
Measure the result, not just the effort
Check the answer on four points: correct work location, primary law page rather than a contact directory, distinction between history and expectations, and wording that is truthful and non-coercive. Record preparation and source-check minutes, any uncertainty, and whether the chosen script avoids disclosing unverified pay. This is an accuracy check, not a legal conclusion; a generic article cannot decide whether a particular employer is covered.
Useful next reads
Use academic director salary negotiation for a more role-specific example, then sales representative negotiation scripts for a related next step. Check the examples against your own role and constraints.
Frequently asked questions
Is it legal for an employer to ask my current salary?
It depends on the job location and circumstances. For example, New York State’s official guide says covered employers may not ask applicants for salary history and that applicants may voluntarily disclose it; California has its own Labor Code guidance. These examples do not establish the rule elsewhere. Check the official agency for the job location or seek qualified legal advice.
Can an employer ask my salary expectations instead?
Some jurisdictions distinguish expectations for the new role from history of past pay. New York’s official guide explicitly says an employer may ask expectations; California’s guidance also distinguishes them. Verify the local rule before applying that answer elsewhere.
What can I say without giving a number?
You can ask for the budgeted range and how the role is leveled, or share a researched target for the new role. Keep the answer truthful and do not present this article’s example as legal advice.
Prepare before the interview
Write down what the question could mean: current base pay, last year’s total cash, expected compensation, or a range for the new role. These are not interchangeable. If you choose to disclose a figure, verify it and label the pay period and components. Never add a bonus you did not receive or omit a material condition in a way that makes the answer misleading. You can also choose a redirect that turns the conversation to the role’s budget and responsibilities.
Because salary-history rules vary by location, consult the official labor or civil-rights agency for the jurisdiction where the job is based. A remote role can raise a location question: ask which jurisdiction’s pay policy applies rather than assuming it is the place where you happen to be interviewing. A general article cannot determine whether a particular employer, role, or interaction is covered by a specific statute. If you need legal advice, ask a qualified professional or agency.
Three answer patterns to practice
- Ask for the range: “Could you share the budgeted range for this level and how you define total compensation?”
- Redirect with a target: “I’m focused on the scope and range for this role. Based on my research, I’m targeting [verified range]. Is that aligned with your budget?”
- Disclose precisely: “My current base is [verified amount] per [period]; bonus and benefits are separate.” Use only if you choose to disclose and the figure is accurate.
These are adaptable examples, not legal scripts. Keep a calm tone, answer only what was asked, and ask a clarifying question if the employer uses an unclear phrase such as “salary” to mean a full package.
Decide what you need from the exchange
Success may mean learning the range early enough to avoid an unsuitable process, not persuading an employer to match a number. Note the range, level, location assumptions, benefits, and next step. If the employer will not share a range, decide whether to continue based on your own minimum and the information still missing. Do not let pressure turn an estimate into a promise.
If you disclose, define the figure
People sometimes use “salary” to mean base pay, annual cash including bonus, commission, hourly wages annualized, or compensation including benefits. If you decide to share compensation, specify what the amount includes and the time period. Use a figure from a pay statement or other record rather than relying on memory. Do not send a pay stub or confidential employment document unless there is a clear, legitimate reason and you have checked privacy implications.
Before the interview, practice a redirect that does not sound evasive: ask about the budget for the level, state the range you researched for the role, and ask if it fits the employer’s plan. If the recruiter repeats the question, you can calmly say you prefer to discuss compensation for the new role. You are not required to explain private financial details. If local law affects what may be asked or used, check the current official rule first.
Do not confuse salary history with salary expectations
A past salary records a prior arrangement. Your target for a new position is a separate decision based on the work, location, level, and terms. Avoid calculating an expected raise as a fixed percentage of current pay when that could simply carry forward an earlier underpayment or a different job’s scope. Instead, establish the new role’s comparison and your minimum acceptable package independently.
After the conversation, write down the range the employer shared and what it includes. If the range is broad, ask how experience, location, and level determine placement. If the budget does not meet your minimum, you can exit the process without revealing a current figure. If you continue, keep your answer consistent across recruiter conversations and application forms.
Sources
- New York State: Salary History Ban — What You Need to Know — New York’s official explanation of Labor Law §194-a, including the distinction between salary history and salary expectations; applies to New York, not every jurisdiction. Checked October 17, 2026.
- California Department of Industrial Relations: California Equal Pay Act — California Labor Commissioner guidance states the state’s salary-history rule and allows salary-expectation questions; California-specific, not nationwide. Checked October 17, 2026.