Posted on 26 May, 2026

Many professionals are unsure of how best to negotiate their salary. They may be fantastic at their jobs and deserve that rise, but negotiation brings up emotions like fear of rejection, lack of confidence and self-doubt that can sabotage the process. Most employers however expect you to negotiate and often respect you more for it. Not negotiating can mean leaving money on the table, not just today, but for future raises and bonuses. So, how to negotiate a salary offer? We look at why negotiating salary can be daunting, how to prepare with confidence, and what to say during negotiations to get the pay you deserve.

Salary negotiation can be scary for so many reasons but it doesn’t have to be. The reason salary negotiation is so intimidating is that there’s a gap between perception and reality. Research shows that 73% of employers anticipate candidates to negotiate, but 55% of professionals do not. 

The main reluctance is driven by fear. Surveys have found that 28% are uncomfortable talking about money, 19% are worried about being pushy and 8% are worried they'll lose the job offer. Such worries are understandable, but misplaced. About 6% of offers are withdrawn by employers, and when they are, it’s not because of negotiation, but inappropriate behaviour or a mismatch. Yet, candidates think their offers are 33% more likely to be pulled than managers do.

This has serious financial implications. 57% of men negotiate their first salary vs 7% of women. That one decision means a loss of income of £1.19 million over a 40-year career. Less than half of professionals ask for a rise, but 75% of those who do receive some type of increase.

Salary negotiations are a sign that you know your worth and are taking the opportunity seriously. This is a conversation that most hiring managers expect and is a normal part of the process. The real danger is not in asking, but in not asking and your silence.

Here are the steps to help you confidently negotiate your salary.

Research is the bedrock. There are a number of tools to check salaries and find market data: Hays Salary Checker compares earnings to industry standards, Robert Walters Salary Survey analyses over 100,000 placements, and Michael Page’s Salary Comparison Tool looks at placements from the last 12 months. Or even Chat GPT and Glassdoor, these resources show you what people in similar jobs and with similar experience are on.

Beyond base salary, the benefits package also counts. All of these things – bonus potential, holiday allowance, pension schemes, private healthcare, flexible working arrangements, learning opportunities – are valuable. When salary discussions hit a wall, employers often flex on benefits.

Personal value needs to be registered. Specific examples: projects you led, your ideas that were implemented, clients you brought in and developed. Persuasive justification is created when market measures are combined with skills, certifications or experience that reduce training time.

Setting a floor on salary before the talks prevents emotional decisions. This private threshold is your measure of success, the point at which you walk away from an offer.

Intimidation goes away with practice. Say your answers out loud or write them down to help clarify your thinking. The real conversation is when you learn how to negotiate salary offers and  discussions with a familiarity with the message, and you gain confidence.

What to say when negotiating salary in an offer

Timing is everything. Only negotiate after you have a formal written offer. First round interviews: Don’t bring up salary too early, it takes away from your skills and experience.  Once an offer comes through, the employer has already spent time and made up their mind as to who they want. This provides you with the best negotiating position.

Express your genuine interest in the opportunity and make your case. For example, you might say, "I am really excited about the offer and look forward to contributing. However, based on my skill set and experience and looking at market research I was hoping for a salary of around £x. Is there a way that we can reach that starting salary?". 

This frames negotiation as a matter of aligning interests, rather than confrontation.

Give a specific target number at this point, not a range. More often than not if you give a range they will go to the lower end or even the lowest figure.  Ask for feedback if they are unwilling and provide good reasons to justify your figure – such as market benchmarks, industry-specific credentials or practical know-how. So if you say something like “I’m targeting £x based on the market, the scope of the role and the value I bring” you are anchoring the ask in logic rather than emotion.

Negotiating a salary can feel uncomfortable, but just remind yourself that silence costs far more than asking (as long as your ask is a reasonable ask!). Research and practiced responses will help you agree on a figure that reflects your real worth in the marketplace.

Those ready for their next opportunity with fair compensation should contact Careers In Design to help them find their next career matching their professional worth.

Posted in: Interviewing