It's long been a known factor that where you live greatly determines what you'll be paid. This is sometimes referred to as “geographic pay differential.” In essence, it means that highly desirable areas of the U.S. generally have a higher cost of living — hence, the employees that live in those areas demand a higher wage in order to continue to live and operate there.
But what happens if you live in, say, Saginaw Michigan? Or Akron Ohio? Or large swathes of Mississippi or Louisiana? The cost of living becomes less.
As a remote employee, you have the flexibility to do your job from anywhere. You are no longer burdened by the need to live in a high-rent or high-cost area. You can keep and do your job from anywhere, and that means many remote-force employees are doing just that. Moving to areas that allow them to live comfortably.
Your employers, however, hate it. Not only does it mean they now have less control over your day-to-day activities… they also now have to pay you fairly for the job you perform. They can no longer pay you less than someone that lives in Seattle or San Francisco for your technology-based position. Your skill-set is the only differential that matters. You can comfortably demand what those employees earn, and get it.
For my remote folks — when you're looking at comps for your position in the marketplace, stop factoring in cost-of-living into your ask. Start looking at what people are being compensated at positions in high-cost areas. If you can do the same job those people can do, you are well within your rights to the same “ask” as they have. Stop settling for less in your remote-work position just because you don't live in those areas. It's not your job to simply subside. Jobs should be paid based on the work being done — not on where you decide to live.