Salary Negotiation Guide
A practical, step-by-step guide to negotiating a higher salary — how to research your worth, time your ask, build your case, and handle pushback with confidence.
How to Negotiate Your Salary
Whether you’re negotiating a new job offer or asking for a raise in your current role, the same core framework applies. Here’s how to approach it step by step.
The 5-Step Negotiation Framework
A proven process for asking for more, without burning bridges.
Salary negotiation rewards preparation far more than confidence alone. Working through these five steps in order gives you a clear, defensible case and a plan for whatever response you get back.
Research Your Market Value
Before any conversation, gather salary data for your exact role, seniority level, industry and location. Use multiple sources — job listings, salary surveys, and conversations with peers — so you’re negotiating from a realistic, well-supported range rather than a guess.
Build Your Case
List your concrete achievements, added responsibilities, and measurable impact since your last salary was set — revenue generated, costs saved, projects delivered, or scope you’ve taken on. Numbers and specifics are far more persuasive than general statements about effort or loyalty.
Choose Your Moment
Timing matters. Good windows include scheduled performance reviews, shortly after a major win, when you’ve just taken on new responsibilities, or when you’re holding a competing offer. Avoid raising it during clear budget freezes or immediately after a difficult quarter for the business.
Lead With a Range, Not a Number
Open with a realistic range anchored slightly above your target figure, rather than a single number or your bare minimum. This leaves room to negotiate down to a figure you’re still happy with, and signals that you’ve done your research rather than picked a number at random.
Get Everything in Writing
Once you reach an agreement, ask for the final salary, start date, and any other agreed terms confirmed in writing before you formally accept. Verbal agreements can be forgotten or misremembered, so a written record protects both sides.
Quick Checklist
Before you ask
- Know your numberDecide your target figure and your walk-away minimum before you start talking.
- Practice out loudRehearse your opening line with a friend so it doesn’t come out for the first time in the real conversation.
- Pick your momentAsk for a dedicated conversation rather than raising it in passing or over instant message.
- State your case firstShare your research and achievements before naming a number, so the figure feels earned.
- Stay quiet after askingOnce you’ve named your figure, resist the urge to fill the silence — let them respond first.
- Know your alternativesDecide in advance what you’ll negotiate for if salary itself can’t move.
Scripts for Common Scenarios
Adapt these starting points to your own voice and situation — the goal is a calm, specific ask, not a rigid script.
| Scenario | What to Say | Why It Works |
|---|---|---|
| Negotiating a new job offer | “I’m excited about this role. Based on my research for similar positions, I was expecting a range closer to £X–£Y. Is there flexibility here?” | Confirms enthusiasm first, then anchors on market data rather than personal need. |
| Countering a lowball offer | “Thank you for the offer. Given my experience with [specific skill/impact], I was hoping for something closer to £X. Can we find a number that works for both of us?” | Ties the ask directly to value delivered and frames it as collaborative, not adversarial. |
| Asking for a raise in a review | “Over the past year I’ve [achievement 1] and [achievement 2]. I’d like to discuss adjusting my salary to reflect that, ideally to around £X.” | Leads with evidence before the number, making the request feel earned rather than presumptuous. |
| No competing offer in hand | “I really enjoy my role here and I’m not actively looking elsewhere, but based on my research I believe my salary is below market for this position.” | Signals loyalty while still making a fact-based case, without needing external leverage. |
| Budget for salary is fixed | “I understand the base salary is fixed right now. Would it be possible to look at [bonus / extra leave / flexible working / training budget] instead?” | Moves the conversation to alternative value when the headline number genuinely can’t move. |
Salary Negotiation FAQ
Answers to the most frequently asked questions about negotiating pay.
In many places you are not required to disclose your current or previous salary, and it’s often better not to. Sharing this figure can anchor the new offer to your old pay rather than to the market value of the role, which may limit how much you’re offered.
A common approach is to ask for 10-20% above your target figure, or to anchor near the top of the market range you’ve researched for the role. This gives room to negotiate down to a number you’re still happy with, rather than starting at your true minimum.
If the base salary genuinely can’t move, you can still negotiate other parts of the package, such as a signing bonus, extra annual leave, flexible working, an earlier performance review date, professional development budget, or a higher pension contribution.
Yes. Most employers expect some negotiation and build a small amount of flexibility into their initial offer. Politely asking for more, or for better terms elsewhere in the package, is a normal part of the hiring process and rarely puts an offer at risk when done professionally.