The offer is a starting point, not a final verdict

There is a particular kind of relief that comes with hearing the words "we'd like to offer you the role". After weeks of applications, interviews and waiting, the temptation is to say yes immediately and worry about the money later. But your starting salary follows you for years. Future pay rises, bonuses and pension contributions are usually calculated as a percentage of it, so a modest increase now compounds quietly in your favour for as long as you stay.

It also helps to know that negotiating is normal. Most employers build a little room into an offer precisely because they expect a conversation. A polite, well-evidenced request rarely costs you the job — and if it does, that tells you something useful about how the organisation treats its people.

Do your homework before you name a number

Confidence comes from evidence, not bravado. Before you respond to any offer, spend an hour or two establishing what your role actually pays in your market. Aim for like-for-like comparisons: job title, level of responsibility, sector, organisation size and location all shift the figure considerably.

• Advertised salary ranges for similar roles are the quickest benchmark, and more UK employers now publish them by law for many vacancies.
• National earnings statistics broken down by occupation and region give you a solid, neutral baseline.
• Professional bodies and trade associations often publish annual salary surveys specific to your field.
• Your network — a former colleague or a contact in a similar role will often share a realistic range over a coffee.
• Regional variation matters. A salary that feels generous in one part of the country can be tight in another, and London weighting does not always cover the true difference in living costs.

Write down a range rather than a single figure, and note where your skills sit within it. If you have scarce experience or a specialism, say so — that is your justification.

Decide your three numbers in advance

Before the conversation, settle on three figures so you are not calculating under pressure.

• Your walk-away minimum: the lowest figure you would genuinely accept, having accounted for your bills and travel costs. Be honest with yourself here.
• Your target: a fair, well-evidenced figure you would be pleased with — usually towards the upper-middle of the market range.
• Your stretch: the optimistic number you open with if the employer has obvious flexibility or the role has been hard to fill.

Then think beyond basic pay. The total package includes employer pension contributions, holiday entitlement, bonus potential, car or travel allowance, professional membership fees, training budget and flexible or hybrid working. A slightly lower salary with a generous pension and an extra week's leave can be worth more than it first appears.

Make a reasoned case rather than a demand

Tone does most of the work here. Lead with enthusiasm, present your evidence, then ask a question rather than issuing an ultimatum. Something like this works well:

"Thank you — I'm really pleased about the offer and I'm keen to accept. Based on my five years in a similar role and the typical range for this position in this region, I was hoping we might look at £38,000. Is there any flexibility there?"

Notice what that does. It is warm, it gives one clear figure rather than a vague wish, it justifies the number, and it ends with an open question that invites a conversation instead of a standoff. Avoid apologising repeatedly, and never invent a competing offer you do not have — it is easily checked and it damages trust.

A phone call is usually warmer than email for this discussion, but follow up in writing so you both have a record of what was agreed.

When the answer is no, or not yet

Plenty of employers genuinely cannot move on base salary, particularly in banded public sector or charity roles. That is not always the end of the conversation. Ask what is possible:

• Starting at a higher point within the advertised band
• An earlier pay review, say at six months rather than twelve
• A one-off signing bonus or relocation contribution
• Additional holiday, extra hybrid days, or funding for a qualification
• A clear written plan for progression and what would trigger a rise

If you accept a compromise, make sure the review date and its criteria are confirmed in writing. A verbal promise is easily forgotten once you are busy in the role.

Confirm everything, then move on well

Once you have agreed a figure, ask for the revised offer in writing and check the contract carefully — salary, start date, probation terms, notice period, pension, holiday and bonus conditions. Compare it with what was discussed and query anything that does not match before you sign.

Then let it go. You have negotiated once, professionally, and that is entirely appropriate. From your first day, focus on doing excellent work and keeping a simple record of your achievements: problems solved, projects delivered, targets beaten. That record is the strongest evidence you will ever have — and it makes the next salary conversation, whether a review or a new role entirely, considerably easier.