A discussion on Reddit a few months ago details what would be a horror story for most HR and Compensation profressionals. In the discussion, user u/slowbojorb explains finding themselves in an unexpected and unsettling situation after accidentally receiving a confidential file containing salary information for their entire company. Despite years with the company and being well regarded, the file revealed that they were the lowest paid among their peers who shared the same title. Faced with this information, the slowbojorb took to reddit to ask others whether they should use this knowledge to advocate for a raise or if doing so might have serious consequences. It’s a situation that highlights the broader issue of pay fairness and transparency, and the challenges it presents in today’s workplaces.

As users began to provide feedback and comments, it was discovered that their dilemma was not unique. Similar stories emerged in response, showing just how common it is for pay inequities to surface, often in dramatic fashion. For instance, u/OutspokenPerson shared their experience:

“I received the pay file by mistake at a job 24 years ago. HR person was horrified. I negotiated raises for me and my team. I was the lowest paid Director in the company, and one of the few women.”

This case, like many others, reveals how uncovering pay disparities can be a catalyst for change. But there’s always the question of how to handle such information appropriately from an employee’s perspective. While some users suggested using the data as leverage, others urged caution, emphasizing the risk of severe repercussions. u/EmergencySundae issued a stern warning:

“Before you do literally ANYTHING ELSE, you need to report this to your information security department. I saw coworkers fired because they received information from a bad actor and did nothing with it. You can’t negotiate a raise without a job. Cover yourself first.”

For employees who find themselves in such situations, this advice can be critical. The knowledge of pay discrepancies can offer an advantage in negotiations, but it’s a delicate balance between using that insight and risking one’s job security. The consensus seemed to be that using the data openly in discussions could do more harm than good. Yet, the existence of the data alone is a powerful motivator—one that prompts many to reassess their value within the company and consider whether they’re truly being compensated fairly.

While some felt justified in using this information to level the playing field, others questioned whether it was appropriate to use data not meant for them. But as u/rimarv pointed out, these incidents often expose deeper, systemic issues:

“The data in my case, which was over an 8-year period, showed that the pay inequity was stable, long-term, and pervasive. This was at an organization that heralded themselves as committed to DEI principles.”

These moments, as uncomfortable as they are, emphasize the importance of pay transparency and pay fairness in the workplace. They force organizations to confront disparities that might otherwise go unnoticed, especially for those who are often marginalized in discussions about compensation.

For HR professionals, these incidents should serve as a wake-up call because while these situations are rare, they are not unheard of. With that in mind, employers that make pay decisions as if everyone could see them (like in this situation) are likely to take more thoughtful and fair actions as it relates to pay – which for most organizations is a priority. After all, it’s not just about avoiding the fallout from an accidental file discovery; it’s about fostering an environment where employees feel valued, respected, and fairly compensated for their work.

As more companies embrace pay transparency, many companies are operating in this manner and dramatic revelations may become less frequent, but the underlying issues will continue to be relevant. In the end, the employee’s experience serves as a powerful lesson for both individuals and companies: pay equity is not just an abstract concept; it’s a real, tangible issue that has a profound impact on people’s lives and careers. Organizations must be prepared to address it, not just when the file is accidentally sent but every single day.