Receiving a job offer is exciting — but the moment you get it is also your single best opportunity to improve your compensation. Once you accept, you’ve set your baseline for every future raise, bonus, and pension contribution at that employer.
This guide covers how to negotiate professionally, what you can ask for, and scripts you can use word-for-word.
Why Most People Don’t Negotiate (And Why They Should)
The most common reasons people don’t negotiate:
- Fear of the offer being withdrawn
- Not knowing what to ask for
- Feeling grateful and not wanting to push their luck
- Assuming the company won’t budge
The reality: offers are very rarely withdrawn for negotiating professionally. Hiring managers expect it. The company has just spent weeks or months finding you. Losing the hire over £2,000–£5,000 is not in their interest.
Studies consistently show non-negotiators leave significant money on the table over their career. A single successful negotiation adding £3,000 to your starting salary is worth tens of thousands over a full employment tenure when compounded through annual increases, pensions calculated on base salary, and bonus percentages.
Before You Respond: Do Your Research
Never negotiate before knowing your market value. If you negotiate blind, you may ask for too little — or push into a range that’s unrealistic, damaging your credibility.
Research checklist:
- Check Glassdoor, LinkedIn Salary Insights, Reed, and Totaljobs for your exact role
- Speak to 2–3 specialist recruiters in your field — they know current market rates
- Look at advertised salaries for equivalent roles at comparable companies
- Check relevant sector salary surveys (e.g., tech, legal, finance all publish annual data)
- If you have another offer, that’s live market data for what you’re worth right now
Aim to establish a range for your role in your location. You want to ask for something in the top third of that range if your skills and experience justify it.
The Timing of Negotiation
The right time to negotiate is after you have a written offer and before you accept. Not:
- Before the offer (too early — you lose leverage once they want you)
- In the final interview (puts the interviewer in an awkward position)
- After you’ve accepted (you’ve given up leverage)
A phone call or email saying you’d like to discuss the offer is completely standard. You typically have 3–7 working days to respond to a job offer.
What You Can Negotiate
Salary is only one of several negotiable elements:
| Element | Commonly negotiable? | Notes |
|---|---|---|
| Base salary | Yes | Primary lever — do this first |
| Signing bonus | Often | Particularly useful if you lose a bonus by leaving early |
| Start date | Usually | Can be delayed by a few weeks without issue |
| Annual leave | Sometimes | Going from 25 to 27–28 days is common |
| Remote/hybrid working | Often | Especially post-2020 |
| Pension contribution | Sometimes | Employer may match more than the default |
| Performance review timeline | Yes | Ask for a 6-month review rather than 12-month |
| Training budget | Often | Professional development, qualifications |
| Job title | Sometimes | Affects future salary expectations |
| Car allowance / company car | Sector-dependent | Finance, sales, field roles |
| Relocation allowance | If relocating | Ask if not offered |
| Notice period (downward) | Sometimes | Useful if starting quickly matters |
How to Make the Counter-Offer
By phone
Calling is better than email for salary negotiation — it lets you have a conversation rather than a slow back-and-forth. It also shows confidence.
Script:
“Thank you so much for the offer — I’m genuinely excited about the role and the team. I’d love to discuss the compensation package. Based on my experience and the market for this type of role, I was hoping we could look at a salary of £[target]. Is that something you’d be able to explore?”
Then stop talking. Silence is your friend.
By email
If you prefer to negotiate in writing (useful if you want to be precise about numbers):
“Thank you very much for the offer letter — I’m very enthusiastic about joining [Company] and the [Role] position.
I’d love to move forward and wanted to discuss the salary before formally accepting. Based on my research into the market and the scope of the role, I was hoping we could discuss a salary of £[target] rather than £[offer]. I believe this reflects my [specific skills/experience] and is in line with current market benchmarks.
I’m flexible on other elements and am keen to find an arrangement that works for both sides. Would you be able to come back to me on this?”
Responding to Common Replies
| Response | What it means | What to say |
|---|---|---|
| “That’s above our range” | They have a band and you’ve exceeded it | Ask if the band is flexible given your specific skills, or pivot to non-salary benefits |
| “We could do £X — is that workable?” | Mid-point counter | You can accept, counter again at a smaller ask, or ask for non-salary elements to bridge the gap |
| “The salary is fixed” | May be true (public sector, graded roles) | Pivot to leave, flexible working, early review, signing bonus |
| “We need to go back to the team” | Positive — they’re willing to try | Thank them, confirm you’ll wait for their update |
| “We’ve already stretched for you” | Creating pressure to accept | Acknowledge positively but don’t be rushed — “I appreciate that — let me consider and come back by [date]” |
Using a Competing Offer
A competing offer is the strongest lever in any negotiation. If you have one:
- Tell them clearly and professionally: “I have another offer at £X — you’re my preferred option and I’d love to make this work”
- Be prepared to accept the other offer if they don’t match — don’t bluff
- Give them a clear decision deadline so they have urgency
If you don’t have a competing offer, don’t fabricate one. It’s easy to catch and destroys trust.
What to Negotiate for Different Sectors
Public sector and NHS
Salaries in many public sector and NHS roles are set by national pay scales (e.g., NHS Agenda for Change bands, Civil Service pay grades). Individual salary negotiation is limited. However, you can often negotiate:
- Which point on the scale you start at (especially with relevant experience)
- Flexible/part-time working
- Start date
Finance and professional services
Base salary is negotiable. Also consider:
- Bonus structure and target percentages
- Whether base salary includes or excludes pension contributions
- Signing bonus to compensate for leaving a bonus cycle early
- Car allowance (often £4,000–£8,000 in financial services)
Technology
Tech employers are generally open to negotiation and often have wider salary bands than other sectors. Remote working is often on the table across the industry. Ask about:
- Equity or share options (start-ups especially)
- Professional development and conference budgets
- Hardware allowance
SMEs and startups
Smaller companies often have less cash but more flexibility on non-salary elements: equity, flexible hours, unlimited leave policies, extra holidays, or making a title more senior.
Once You Have a Deal: The Acceptance Process
When you’re happy with the terms:
- Get all agreed elements in writing before resigning from your current role
- Confirm any verbal agreements are reflected in the written contract
- Read the full employment contract before signing — particularly notice periods, restrictive covenants, and IP clauses
- Understand when your benefits (pension, bonus, share plans) begin — some have waiting periods
Related Guides
- How to Ask for a Pay Rise — negotiating at your existing employer
- Financial Checklist for Starting a New Job — optimising your finances from day one
- Salary Sacrifice Complete Guide — maximising your take-home at any salary
- Career Change Financial Planning — managing a move that involves a lower salary