Negotiating is a normal part of accepting a job. Done well, it takes five minutes and shows you know your worth. Done badly, it can sour a good start. The difference is preparation.
When is the right time to negotiate?
After you have a written offer, and before you accept. At that point the employer has chosen you, so you have the most leverage. Before an offer, discuss pay in general terms only.
If an employer asks your expectations early on, give a range based on your research. Do not give your current salary if you can avoid it. In some places, including parts of the US, employers cannot legally ask. This is general information, not legal advice.
How do you prepare to negotiate?
- Research the range. Look at pay for similar roles in your area. Where the advert listed pay, start there. Where it did not, check salaries employers have published, and ask the recruiter for the band.
- Know your number. Pick a target, and a minimum below which you would walk away.
- List your evidence. Relevant experience, skills the role needs, results you have delivered.
- Decide what else matters. Pay is only part of the package.
- Plan for a no. Know in advance what you would accept.
What should you say when negotiating with HR?
Keep the tone friendly and calm. A short script works on the phone or in person:
“Thank you again for the offer. I am really excited about the role and the team.
I would like to talk about the salary. Based on my experience with [skill or result] and what I have seen for similar roles, I was hoping for [figure]. Is there room to move on that?”
Then stop talking. The silence is uncomfortable, but let them answer.
If they come back with a number, you can say:
“Thank you, that helps. Could I take a day to think it over and come back to you?”
By email, use the same structure, which you can adapt from the templates in our guide on how to reply to a job offer.
How do you give an example of a reason?
Reasons beat demands. Good ones include:
- “The role includes [extra responsibility] beyond the advert.”
- “I bring [specific skill] that the team said it needed.”
- “The range I have seen for this work is [range].”
- “I am moving from [current package], so this would be a step back.”
Avoid personal reasons such as rent or debts. They may be true, but they do not help the employer justify a rise.
What if they say no?
Stay polite. Ask whether there is another way to close the gap. Often the salary is fixed within a band but other terms are not. You might say:
“I understand the salary is set. Is there flexibility elsewhere, such as a signing bonus, extra holiday or an earlier pay review?”
An early review, say after six months, with agreed goals written down, is a common compromise.
What else can you negotiate besides salary?
When pay cannot move, consider:
- Holiday. Extra days are a cheap yes for many employers.
- Start date. Time off between jobs, or a later start.
- Flexible working. Remote days, compressed hours or a different pattern.
- Pension. In the UK, employers must automatically enrol most employees in a workplace pension and pay in at least a legal minimum. Some pay more. Ask what they contribute.
- Bonus or commission terms.
- Training and qualifications. Fees paid, or time set aside to study.
- Job title. It can affect your next move.
- Review date. A guaranteed pay discussion.
- Relocation or equipment help.
Ask for the things you will really use. Two or three well-chosen requests work better than a long list.
What mistakes should you avoid?
- Bluffing about another offer.
- Accepting at once, then trying to change terms.
- Asking for a figure you cannot defend.
- Making it sound like an ultimatum.
- Negotiating by text message instead of email or a call.
- Forgetting to get the final terms in writing.
How do you finish well?
When you agree, confirm it in writing. Ask for a revised offer letter that shows the new terms, and read it before you accept. Then thank everyone who helped. A good negotiation leaves both sides pleased to start working together.
If you are unsure whether the offer is fair, compare it with published pay for the same kind of role first. A little evidence makes the conversation easier for both of you.