Salary negotiations can feel uncomfortable, whether you are discussing a pay rise in your current role or responding to an offer from a new employer. Many professionals accept the first figure presented because they worry that asking for more will make them appear greedy, difficult or ungrateful.
However, negotiating your salary is a normal part of professional life. When approached calmly and supported by evidence, it can help ensure that your pay reflects your experience, responsibilities and market value.
Before starting any salary discussion, understand what comparable roles are paying.
Review:
Consider more than the job title alone. Compare responsibilities, location, organisation size, sector, qualifications and years of experience.
A Facilities Manager responsible for one small site may command a different salary from someone overseeing a complex national estate, even when the titles are identical.
Specialist recruiters can also provide useful insight into current market rates and candidate demand.
Avoid giving an excessively broad range. Employers may naturally focus on the lowest figure, and a vague answer can suggest that you have not properly researched your value.
Where possible, identify a clear target figure supported by evidence.
For example:
“Based on the responsibilities of the role, my experience and current market rates, I would be looking for a salary of around £55,000.”
Your request should be ambitious enough to create room for negotiation but realistic enough to remain credible.
An unsupported demand far above market value could weaken your position.
Timing matters.
When negotiating a new role, the strongest moment is usually after the employer has made an offer. At this stage, they have already decided that they want to hire you and may have some flexibility within the package.
Raising salary too early in an interview can distract from your skills and suitability unless the employer asks directly.
In your current role, use a formal setting such as:
Avoid introducing the subject casually in passing or sending an unexpected email without context.
A successful salary negotiation should focus on contribution, not personal financial pressure.
Your employer is more likely to respond positively when you can show clear value through examples such as:
For example:
“Over the past year, I have taken responsibility for two additional sites, renegotiated key supplier contracts and delivered annual savings of £80,000. I would therefore like to discuss whether my salary can be reviewed to reflect the expanded scope of my role.”
This is far more persuasive than simply saying that your living costs have increased.
When negotiating after receiving an offer, briefly remind the employer why you are worth the requested figure.
You might refer to:
Keep the tone positive. The objective is not to issue an ultimatum but to explain why a revised offer would be appropriate.
Salary is only one part of the overall offer.
Other benefits may have significant value, including:
A slightly lower salary may still represent the stronger overall opportunity if the package improves your wellbeing, development or long-term prospects.
Where the base salary cannot be increased, you may be able to negotiate another element of the package.
The employer may accept your request, make a counteroffer or explain that the budget is fixed.
Before the conversation, decide:
This preparation helps you respond calmly rather than making an emotional decision in the moment.
Use confident, collaborative language.
For example:
“I am very enthusiastic about the opportunity. Based on the scope of the role and my experience, would there be flexibility to increase the salary to £55,000?”
Avoid apologising excessively, becoming confrontational or comparing yourself negatively with colleagues.
Pause after making your request and allow the other person time to respond.
Once an agreement has been reached, make sure the revised salary and any additional benefits are confirmed in writing.
For a new role, review the updated offer or contract carefully before accepting.
For an internal salary increase, request written confirmation of the new figure and the date it will take effect.
Salary negotiation does not need to be aggressive or uncomfortable. It is a professional conversation about the value of your skills, responsibilities and contribution.
Research the market, choose the right moment and support your request with clear evidence. Remain realistic, consider the complete package and approach the discussion with confidence.
You may not receive everything you ask for, but a thoughtful negotiation can improve your pay, benefits and long-term career position.
Registering your interest takes less time than a single application.
