How to negotiate a salary (and close your own pay gap)
The first number you accept sets the floor for everything that follows. Every future rise, bonus and pension contribution tends to build on it, which is why learning how to negotiate a salary is one of the most valuable money skills you can have. It is also one of the quietest ways the gender pay gap gets baked in: research by economists Linda Babcock and Sara Laschever found that women are far less likely than men to negotiate a starting offer, and over a career that gap compounds into tens of thousands of pounds.
The good news is that negotiation is a skill, not a personality trait. You do not have to be loud, pushy or naturally confident. You need preparation, a few clear sentences, and the willingness to ask. This guide walks through how to negotiate a salary in the UK, whether you are weighing up a new job offer or asking for a rise where you already work.
Why salary negotiation matters for the pay gap
The Office for National Statistics puts the median gender pay gap among all UK employees at around 13%. Much of that gap comes from the kinds of roles women hold and the hours they work, but a real slice of it starts at the offer stage, when one person negotiates and another accepts the first figure.
When you negotiate, you are not being greedy. You are correcting for a starting position that often undervalues you. Pay transparency is slowly making this easier: the EU Pay Transparency Directive lands in 2026 and will push more employers to share salary ranges up front, and UK employers with 250 or more staff already publish gender pay gap data every year. The more you know about what a role actually pays, the stronger your footing. If you want the wider context first, our guide to the UK gender pay gap, explained simply is a good place to start.
Before you negotiate: do your homework
Confidence in a negotiation comes from evidence, not nerve. Before any conversation, gather three things.
First, a realistic market range for the role. Use salary data from job adverts for similar positions, professional bodies in your field, and sites that publish UK salary benchmarks. Look for the range, not a single number, so you know where a reasonable ask sits.
Second, your own value. Write down the results you have delivered: revenue influenced, costs saved, projects shipped, teams supported. Specifics persuade where vague claims do not. “I led the migration that cut support tickets by a third” beats “I work hard.”
Third, your walk-away point and your target. Decide the lowest figure you would genuinely accept and the figure you are aiming for. Anchor your opening ask at the top of the sensible range, because negotiations usually settle below the first number on the table.
How to negotiate a salary, step by step
Once you have your evidence, the conversation itself is simpler than it feels.
Let the employer name a figure first where you can. If an application asks for your current salary, you are allowed to focus on your expectations for the new role instead. When an offer arrives, thank them, then ask for time to consider it rather than answering on the spot.
When you make your case, lead with value and follow with the number. Something like: “I am really pleased with the offer and excited about the role. Based on my experience delivering X and the market range for this position, I was hoping for a base of Y. Is there flexibility?” Then stop talking. Silence is uncomfortable, and that is exactly why it works.
If the base salary will not move, negotiate the rest of the package: a signing bonus, an earlier salary review, extra annual leave, flexible or remote working, a training budget, or a higher pension contribution. These have real value and employers often have more room here than on base pay.
Always get the final agreement in writing before you resign from anything or sign a new contract.
How to ask for a pay rise in your current job
Negotiating internally follows the same logic, with a few differences. Time it well: align your request with a performance review, the end of a strong project, or your company’s budgeting cycle. Build the case around your contribution and the market rate for your role, not your personal expenses.
Put it plainly to your manager: “Over the past year I have taken on A and delivered B. Looking at what this role pays in the market, I would like to discuss bringing my salary in line. Can we look at that?” If the answer is no for now, ask what specifically would justify a rise and agree a date to revisit it. That turns a refusal into a plan.
ACAS, the UK’s free and impartial workplace advice service, has practical guidance on pay and on raising concerns with an employer if you believe you are being paid unfairly. Under the Equality Act 2010 you also have the right to equal pay for equal work, regardless of gender.
Common mistakes to avoid
A few habits quietly weaken otherwise good negotiators. Apologising for asking signals that you do not believe you deserve it, so drop the “sorry to bother you.” Accepting on the spot removes your room to manoeuvre, so always take time to consider. Naming a figure that is too low to seem agreeable leaves money on the table that you rarely recover later. And treating a “no” as final, rather than as the start of “what would it take,” ends the conversation too early.
If you are still deciding which roles to aim for, our guide to careers for women and the explainer on how to read a company’s gender pay gap figures can help you target employers who pay women fairly in the first place.
Frequently asked questions
Is it normal to negotiate salary in the UK?
Yes. Negotiating an offer is expected and will not cost you the job in almost all cases. Employers usually build a little room into their first offer, and a polite, evidence-based ask is seen as professional, not pushy.
How much should I ask for above the offer?
A common approach is to ask for roughly 5% to 15% above the initial offer, anchored to the market range for the role. Aim high within reason, because the final figure tends to land below your opening ask.
Can I be penalised for trying to negotiate a salary?
It is very rare for an offer to be withdrawn simply because you negotiated politely. If an employer reacts badly to a reasonable, respectful request, that tells you something useful about how they treat their people.
What if the employer will not increase the base salary?
Negotiate the wider package instead. A signing bonus, an earlier pay review, extra holiday, flexible working, a learning budget or a better pension can add meaningful value when the base pay is fixed.
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This is educational information, not legal or financial advice. Pay, contracts and your rights can vary depending on your employer, sector and circumstances. For free, impartial guidance contact ACAS or see gov.uk for your statutory rights.
Last reviewed: June 2026