SPL cover paid 50% more than me - is this fair?

Salary is determined by a number of factors, one of which is market forces. People who stay in roles or with companies generally get paid less because, whilst the market might dictate a salary of £X, it's not palatable to give individuals a huge pay uplift which against a pay review norm of 1% or 2% which is not untypical these days. My experience is there are occasional windows of opportunity to do something around market parity but Finance Directors are generally fairly resistant (except when it comes to their own people!)

I do have personal experience of the scenario you describe but I was that interim. I was called by a headhunter about a short term maternity cover role with an immediate start - the original interim had departed quickly for health reasons and they were pretty desperate to find someone to pick up the pieces. I was probably overqualified for the role but was able to do more than the role demanded because of my experience. I was also able to walk in and be effective from day one. If you're there for three months, you don't have the luxury of a bedding in period; you've really got to hit the ground running.

I think that you also have to bear in mind that an interim doesn't have security of tenure. In the year leading up to that assignment, I'd worked for probably six months of the year. Depending on the employment model, you may also find that you don't qualify for paid holiday or sick pay, nor will you qualify for any pension contribution, bonus or any other goodies that come with long term employment. I also have to pay for my own CIPD subs and any training to keep my skills up to speed.

Like others in this thread, I don't believe that it's a discrimination issue but it does give you an opportunity to have a discussion about salary. My only warning is that having someone else perform your role might shine a spotlight on your true worth, but it also might highlight some development needs so you need to be prepared and open to that.

Thanks for all the responses, very helpful and reassuring! Yes, my cover will be through the payroll and accrue holiday etc. as normal. I would of course like to raise the issue with my boss but I thought it might be better to wait until I return from my SPL instead of bringing it up right before I am departing? That would also give me a chance to find out what exactly my cover does do during the time and if it is comparable or she does get involved in stuff I feel is beyond my remit. What would you all advise on this score?

The other thing is I wouldn't even be asking for a salary at the same level - but maybe a few more thousand to bring it somewhere closer would be very motivating and make me feel valued. I do think something like this can threaten the psychological contract but I'm trying not to let it, and I obviously have other priorities coming up any day now anyway!

Also I did actually get a 5% increase last year but that was on the basis of my role expanding. I feel that makes it difficult to raise again so soon, even though this new 'evidence' has come to light.

In my opinion the role I do is that of an HR Operations Manager, not an Advisor, and that is another reason it bothers me (they didn't even advertise for an Advisor but an HRBP, which I think shows they know the role is more senior than I get credit for). However with the salary raise last year there was a flat out refusal to change the job title (still don't really understand why!) I feel therefore it is more difficult to bring it up again now, as we've not had these discussions that long ago. I don't want to be seen as being too pushy or behaving like a spoilt brat!

Thanks for all the responses, very helpful and reassuring! Yes, my cover will be through the payroll and accrue holiday etc. as normal. I would of course like to raise the issue with my boss but I thought it might be better to wait until I return from my SPL instead of bringing it up right before I am departing? That would also give me a chance to find out what exactly my cover does do during the time and if it is comparable or she does get involved in stuff I feel is beyond my remit. What would you all advise on this score?

The other thing is I wouldn't even be asking for a salary at the same level - but maybe a few more thousand to bring it somewhere closer would be very motivating and make me feel valued. I do think something like this can threaten the psychological contract but I'm trying not to let it, and I obviously have other priorities coming up any day now anyway!

Also I did actually get a 5% increase last year but that was on the basis of my role expanding. I feel that makes it difficult to raise again so soon, even though this new 'evidence' has come to light.

In my opinion the role I do is that of an HR Operations Manager, not an Advisor, and that is another reason it bothers me (they didn't even advertise for an Advisor but an HRBP, which I think shows they know the role is more senior than I get credit for). However with the salary raise last year there was a flat out refusal to change the job title (still don't really understand why!) I feel therefore it is more difficult to bring it up again now, as we've not had these discussions that long ago. I don't want to be seen as being too pushy or behaving like a spoilt brat!