How to answer the current salary question in a job interview

Where it is illegal to ask about current salary

In the United States, salary history bans exist at the state or city level rather than federally. As of 2026, more than 20 states and a number of cities prohibit employers from asking candidates about current or past compensation. These include California, New York, Massachusetts, Illinois, Colorado, Washington, and others. Some bans apply only to public employers; others cover private employers too. If you are in a covered jurisdiction, the employer cannot ask, and you cannot be penalised for refusing to answer.

In Canada, pay equity legislation varies by province. Ontario, British Columbia, and Prince Edward Island have introduced or strengthened rules that limit or prohibit salary history inquiries for many employers. Quebec's pay equity framework also discourages the practice.

In the United Kingdom, there is no statutory ban as of 2026, but the Equality Act 2010 means that using salary history to set pay can contribute to unlawful pay discrimination claims, particularly on gender grounds. Many large UK employers have voluntarily stopped asking.

In Australia, the Fair Work Act and state anti-discrimination laws do not explicitly ban the question, but using salary history to justify a pay gap can expose employers to discrimination liability. The practice is declining among larger organisations.

• US states with bans include CA, NY, MA, IL, CO, WA, NJ, PA, and more. Check your state's department of labor website for the current list.
• Canadian provinces with restrictions include ON, BC, and PEI.
• UK and Australia: no explicit ban, but legal risk for employers who use the data to perpetuate pay gaps.

Why you should avoid sharing your number even where it is legal

Salary negotiation research consistently shows that whoever names a number first tends to anchor the conversation at a disadvantage. If your current salary is below the role's budget, the employer may offer you only a modest increase rather than the full range. If it is above, they may screen you out before you can make your case.

Your current salary reflects your previous employer's pay bands, your tenure, and decisions made years ago. It has no logical connection to what this role is worth in this market in 2026. Redirecting the question keeps the focus where it belongs: the value of the job you are applying for.

Exact phrases to redirect the question

You need a response that is polite, confident, and brief. Practise it until it feels natural. Below are three templates you can adapt.

1. "I keep my current compensation confidential, but I am targeting a base salary in the range of X to Y based on my research into this role and the market. Does that work for your budget?"
2. "Rather than anchor on what I earn now, I would love to understand the full compensation range for this position. That way we can see whether there is a fit."
3. "My current package is tied to a different industry and a different scope of work, so I do not think it is a useful reference point here. I am open to discussing what you have budgeted for this role."

How to research your target range before the interview

You need a credible number ready before you redirect. Vague answers like "competitive" or "market rate" without a figure can stall the conversation.

Use at least two sources. Glassdoor, Levels.fyi (for tech roles), LinkedIn Salary, and the US Bureau of Labor Statistics Occupational Employment and Wage Statistics are all publicly available. In the UK, use the ONS Annual Survey of Hours and Earnings and Reed or Totaljobs salary guides. In Canada, use the Job Bank wage data from Employment and Social Development Canada.

Aim for a range where the bottom number is the minimum you would accept and the top is realistic for someone with your experience. A range of 10 to 15 percent is narrow enough to signal you have done your homework.

• Cross-reference at least two salary databases.
• Factor in location: a role in San Francisco pays differently from the same title in Austin.
• Account for total compensation: equity, bonus, and benefits can shift the base salary you need.
• If the job posting lists a pay range (required in CO, NY, WA, CA, and other states), use that as your anchor.

What to do if the employer pushes back

Some recruiters will push back once or twice. That is normal. Hold your position calmly. You can repeat a version of your redirect: "I understand you need to know if we are aligned. My target is X to Y. Can you confirm whether that is within your range?"

If the recruiter says the application form requires a number and will not accept a blank field, enter your target salary rather than your current one. Many applicant tracking systems accept any number in that field. You are not under oath.

If an employer in a jurisdiction with a salary history ban continues to press after you have politely declined, that is a signal about how they handle compliance more broadly. You can decide whether to continue the process.

Practising your answer before the interview

Knowing the right words is not the same as delivering them smoothly under pressure. The salary question often comes early, sometimes in the first two minutes of a screening call, when nerves are highest.

Break-In Bad's interview assistant listens to the interviewer's questions in real time and shows you suggested answers on screen that only you can see, even on a shared screen. If the salary question comes up, you can see a prompt that matches the redirect you prepared, which helps you stay calm and consistent rather than improvising. It works during live video calls without the interviewer knowing it is there.