Updated September 2026: in 2018 I wrote about agonising over whether to tell a manager on my team my hike percentage, knowing company policy forbade sharing it, and whether to give the real figure, a lower one or none at all. I have rewritten it into advice on keeping pay confidential under pressure.
My recalculation showed the hike was slightly higher than I had expected. The hard part was that a manager on my team had asked me for the percentage. Company policy said hike numbers should not be shared with colleagues, but I felt that refusing would be noted and could count against me later. I went back and forth: share the real number, a lower one, a higher one, or avoid the conversation. My instinct was not to share at all, and I did the opposite.
What does a pay confidentiality policy mean for you?
It gives you a reason to decline. "Company policy says we should not share numbers" is a complete answer, and a manager who asks should know the policy better than anyone.
Why is sharing a false number a bad idea?
Because it can come back to you. Numbers spread, and a figure that later proves wrong damages trust more than a polite refusal would have. If you do not want to share, say so rather than inventing a figure.
How do you refuse without creating friction?
- Keep it light: "I would rather keep that between me and HR."
- Refer to the policy: it removes the personal element.
- Offer something general: "The process seemed fair to me" or "I am still reading the letter."
- Change the subject: to work, which is what you share with this person.
What if someone senior insists?
Ask why they need it. If the request continues, mention it to your own manager or HR. Pressure to break a written policy is itself something the organisation should know about.
What did I learn?
Trust your first instinct on confidential matters. My later posts describe what happened when I did not.
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