Most employers expect a conversation
It is tempting to accept the first offer without question, out of fear it will be withdrawn. In practice, a polite, well-reasoned request is a normal part of hiring. Many employers expect it.
Timing is everything
Negotiate after you receive the written offer and before you accept. Before an offer, you have little leverage. After you accept, you have given it away. Use the days in between.
Know your numbers first
Before replying, decide three figures:
- The amount you would accept happily.
- The amount you would accept reluctantly.
- The amount below which you would decline.
Base these on research, your current package and the role's responsibilities. Then list what else matters to you, such as medical cover, pension, leave, equipment or a review date.
Ask clearly and briefly
Respond warmly and soon. Thank them and confirm your interest. Then make one clear request, with a reason based on the role and the market. After that, stop and let them reply.
Avoid sending a long list of demands. One focused request is easier to say yes to.
If the salary cannot move
Sometimes the base pay is genuinely fixed. Grant budgets, published scales and fairness to existing staff all limit flexibility. Believe them, then turn to the rest of the package. Items that may be easier to change include:
- medical cover for dependants
- leave days or a start date
- a laptop or phone
- a salary review after probation
- your job title
Keep it professional
Stay courteous; these are your future colleagues. Never bluff about other offers. If you have one, mention it honestly and briefly. Limit yourself to a couple of rounds.
Get it in writing
Anything agreed must appear in the revised offer letter or contract. A spoken promise is not a term of employment.
Public sector roles
In public bodies, pay follows a published scale. You can still ask which point you are entering at. You can also ask whether your experience supports a higher one.
In the full lesson
- Example wording for asking about base pay and for moving to the package
- A fuller list of what employers can and usually cannot change
- How to decline gracefully if the gap is too large
- Tone guidance, including how many rounds is too many