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Create ResumeA salary negotiation email should be polite, specific, commercially sensible, and easy for the employer to respond to. The best emails do not sound demanding, apologetic, vague, or overly grateful to the point where the candidate weakens their own position. In the UK job market, the strongest salary negotiation emails usually do three things well: they show genuine interest in the role, explain the reason for the salary request, and make a clear but reasonable ask. What many candidates get wrong is treating negotiation like a confrontation. It usually is not. It is a normal part of finalising an offer, especially when the candidate has relevant experience, competing options, market evidence, or a current package that needs to be matched or improved.
A salary negotiation email is not just an admin message. It is a final positioning document.
By the time you are negotiating salary, the employer has already decided they want you. That does not mean they will agree to anything. It does mean the conversation has moved from “Are you suitable?” to “Can we make this work?”
That shift matters.
I see candidates either overplay or underplay this moment. Some write as though the employer should be grateful they are even considering the role. Others write as though asking for more money is somehow rude, awkward, or morally suspicious. Neither approach is helpful.
The email needs to land somewhere much more professional:
You are interested in the role
You appreciate the offer
You have reviewed the package properly
You have a clear salary expectation
You can explain the reasoning without sounding defensive
A strong salary negotiation email does not need to be long. In fact, long emails often create more problems than they solve.
The best structure is simple:
Thank them for the offer
Confirm your interest in the role
State that you have reviewed the salary or full package
Explain your salary expectation clearly
Give a short reason linked to experience, market level, responsibilities, or current package
Ask whether there is flexibility
Keep the tone collaborative
The mistake I see often is candidates trying to justify their entire career in one email. You do not need to reinterview yourself. They already chose you.
You are leaving the door open for a constructive conversation
That is the sweet spot.
In UK hiring, salary negotiation can feel uncomfortable because many employers are still vague about pay. Some job adverts give wide salary ranges. Some say “competitive salary”, which often means “we would rather not tell you yet”. Some recruiters ask for expectations early, but the final offer still comes in lower than expected. So candidates are left trying to negotiate without always having full information.
That is exactly why the email matters. It gives you a structured way to ask for more without sounding emotional, scattered, or unprepared.
Your job is not to convince them you are employable. Your job is to show that the offer needs adjusting to reflect the value, level, and expectations of the role.
A good salary negotiation email sounds like this in principle:
“Thank you for the offer. I am excited about the role and can see a strong fit. After reviewing the salary and overall package, I wanted to ask whether there is flexibility to move the base salary closer to £X, based on the level of responsibility, my relevant experience, and the market range for similar roles.”
That is calm. That is clear. That is not dramatic. Beautifully boring, which is often exactly what works.
Use this template when you have received a formal job offer and want to negotiate the salary before accepting.
Example
Subject: Offer for [Job Title]
Hi [Name],
Thank you very much for the offer for the [Job Title] position. I really appreciate the time you and the team have taken throughout the interview process, and I am pleased to have received the offer.
I am very interested in the role and can see a strong fit with the team, the responsibilities, and the direction of the business.
After reviewing the salary and overall package, I wanted to ask whether there is any flexibility on the base salary. Based on the scope of the role, my relevant experience, and the market level for similar positions in the UK, I was hoping we could explore a salary closer to £[desired salary].
I remain very enthusiastic about the opportunity and would be happy to discuss this further if helpful.
Kind regards,
[Your Name]
This works because it does not make the negotiation feel like a threat. It also does not weaken the request with language such as “I know this may be difficult” or “I hope this does not come across badly”. Candidates often add those phrases because they are trying to be polite, but they usually just make the ask sound less confident.
Polite is good. Apologetic is not.
This is one of the most common situations: the interviews went well, the employer seems keen, and then the salary offer arrives lower than the candidate expected.
The important thing is not to respond emotionally. A low offer may be disappointing, but your email should not sound irritated. You can be firm without sounding offended.
Example
Subject: Salary discussion for [Job Title] offer
Hi [Name],
Thank you for sending through the offer for the [Job Title] role. I appreciate it and I am genuinely pleased to have reached this stage.
I have reviewed the salary and package, and I wanted to discuss the base salary before making a final decision. The role is very attractive to me, but the current offer of £[offered salary] is lower than I had expected given the responsibilities discussed during the interview process and the level of experience I would bring.
Would there be scope to increase the base salary to £[desired salary]? That figure feels more aligned with the role requirements, the market level for similar positions, and the value I believe I can bring to the team.
I am still very interested in the opportunity and would welcome the chance to find a package that works for both sides.
Kind regards,
[Your Name]
The key phrase here is “find a package that works for both sides”. That language helps because hiring is not just about what you want. It is also about whether the company can justify the package internally.
That is the bit candidates often miss.
A hiring manager may personally agree with your request but still need approval from HR, finance, a compensation team, or a senior leader. Your email should give them something sensible to take back internally. “The candidate wants more money” is weak. “The candidate is asking for £X based on the role scope, relevant experience, and current market alignment” is much easier to defend.
Having another offer can strengthen your position, but only if you handle it carefully.
Do not turn it into a hostage note. Employers do not respond well to “match this or I walk” unless you are in a very high demand niche and they have no backup options. Even then, it can leave a sour taste before you have even started.
A competing offer should be presented as useful context, not a threat.
Example
Subject: Follow up on [Job Title] offer
Hi [Name],
Thank you again for the offer for the [Job Title] position. I am very interested in the opportunity and have really enjoyed learning more about the team and the direction of the role.
I wanted to be transparent that I am also considering another offer at a higher salary level. My preference is still to explore this opportunity seriously, as I feel the role is strongly aligned with what I am looking for.
Would there be any flexibility to review the salary and move closer to £[desired salary]? That would make the overall package much more competitive and would help me make a confident decision.
I appreciate your consideration and would be happy to discuss this further.
Kind regards,
[Your Name]
This version works because it does not sound manipulative. It gives the employer a reason to move quickly and review the package, but it still keeps the conversation respectful.
Behind the scenes, this matters. If a recruiter forwards your email to the hiring manager, you want the hiring manager to think, “Reasonable request, let us see what we can do.” You do not want them thinking, “This person is already difficult and they have not even started.”
Fair or unfair, tone gets judged.
Sometimes the employer cannot move on base salary. That does not always mean the negotiation is dead.
In the UK, there may be room to negotiate other parts of the package, depending on the employer and level of role. This could include:
Signing bonus
Performance bonus
Pension contribution
Private medical insurance
Car allowance
Hybrid working arrangement
Additional annual leave
Professional development budget
Earlier salary review
Job title adjustment
Flexible working pattern
Not every company will negotiate these. Large organisations may have fixed benefits structures. Smaller companies may have more flexibility but less budget. Startups may have equity instead of cash, although candidates should be careful not to treat possible future value as guaranteed money.
Here is a useful email if salary flexibility is limited.
Example
Subject: Offer discussion for [Job Title]
Hi [Name],
Thank you again for the offer. I remain very interested in the [Job Title] role and can see a strong fit with the team and responsibilities.
I understand there may be limited flexibility on the base salary. With that in mind, would there be scope to review any other elements of the package, such as [bonus, additional annual leave, hybrid working, pension contribution, professional development support, or an earlier salary review]?
I would like to find a package that feels balanced against the role scope and my experience, and I am happy to discuss what might be possible from your side.
Kind regards,
[Your Name]
This is especially useful when you like the job but the salary is not quite where you need it to be. Sometimes a better package is not just about base pay. That said, do not let nice extras distract you from a weak salary if your main issue is income.
Free coffee, a wellness webinar, and a branded tote bag are not salary. We must remain adults.
When I read a salary negotiation email, I am not only looking at the number. I am looking at how the candidate thinks.
That may sound dramatic, but it is true.
A good negotiation email tells me the candidate is professional, commercially aware, and able to communicate clearly under mild pressure. A poor one tells me they may be reactive, unrealistic, or difficult to manage.
Hiring managers often notice:
Whether the candidate still sounds genuinely interested
Whether the salary request is clear
Whether the reasoning is sensible
Whether the tone is respectful
Whether the candidate understands the level of the role
Whether the request matches the candidate’s experience
Whether the candidate is negotiating or simply complaining
The most persuasive candidates do not just say, “I want more.” They give the employer a reason to reconsider.
Good reasons include:
The role scope is broader than originally discussed
The offer is below the market range for similar UK roles
The candidate has directly relevant experience that reduces ramp up time
The candidate has another offer at a higher level
The current package involves a financial step down
The responsibilities are more senior than the job title suggests
The candidate is bringing specialist skills that are difficult to hire
Weak reasons include:
“I have bills to pay”
“My friend earns more”
“I just feel I deserve it”
“The commute is expensive”
“I was hoping for a rounder number”
“I have worked really hard”
Some of those may be personally true, but they are not strong negotiation arguments. Employers make salary decisions based on role value, budget, internal equity, market range, scarcity of skills, and perceived candidate value. Your email should speak to those factors.
Most bad salary negotiation emails fail because the candidate writes from anxiety rather than strategy.
Here are the mistakes I see most often.
Weak Example
“I am really sorry to ask, and I completely understand if this is not possible, but would there maybe be any chance of slightly increasing the salary?”
This makes the request sound like an inconvenience. You are not asking someone to help you move house in the rain. You are discussing compensation for a job.
Good Example
“After reviewing the offer, I wanted to ask whether there is flexibility to move the base salary closer to £[amount], based on the responsibilities of the role and my relevant experience.”
Clear. Professional. No unnecessary emotional padding.
Weak Example
“I cannot accept unless you increase the salary to £[amount].”
Sometimes you may eventually need to draw a line. But if you open with an ultimatum, you reduce the chance of a constructive conversation.
Good Example
“I would be very interested in accepting the role if we could get closer to £[amount]. Is there any flexibility to review the base salary?”
This still communicates seriousness, but it keeps the conversation open.
Weak Example
“Would it be possible to improve the offer?”
Improve how? Salary? Bonus? Pension? Annual leave? Job title? Remote working? Vague emails create vague answers.
Good Example
“Would there be flexibility to increase the base salary from £[offered salary] to £[desired salary]?”
Specificity helps people respond.
You do not need to share your rent, childcare costs, mortgage pressure, debt situation, or personal financial stress unless there is a very specific reason. Even then, be careful.
Salary negotiation is strongest when framed around the role, market, value, and package. Personal costs may be real, but they are rarely persuasive from an employer’s perspective.
That may sound harsh, but it is how hiring budgets work. A company does not usually pay more because your expenses are higher. They pay more because they believe your value to the role justifies the increase.
There is no perfect percentage, but most reasonable salary negotiation requests sit within a range the employer can realistically consider.
In many UK hiring situations, asking for around 5 percent to 10 percent more than the offer is seen as normal if there is a clear reason. Asking for 15 percent to 20 percent more may still be possible in some cases, especially if the offer came in low, the role scope changed, or your skills are difficult to find. Beyond that, you need a very strong reason, or the employer may feel there is a mismatch.
The better question is not “How much can I ask for?” It is “What number can I justify?”
Before sending the email, think about:
What salary range was advertised
What you stated as your expectation earlier
What similar UK roles are paying
Whether the job title accurately reflects the role scope
Whether the responsibilities increased during the process
Whether your current salary or package is close to the offer
Whether you have competing offers
How much you want the role if they cannot move
Candidates sometimes create problems by giving a low salary expectation at the start and then trying to negotiate much higher at offer stage. That does not mean you cannot negotiate, but you need to handle it carefully.
For example, if you originally said you were looking for £45,000 and the offer is £45,000, suddenly asking for £55,000 with no new reason will feel inconsistent. If the role turned out to be broader than expected, say that. If you learned more about the responsibilities and now see the role sitting at a higher level, explain that.
Hiring managers can accept new information. They are less patient with random number inflation.
The most persuasive salary negotiation emails are not aggressive. They are well positioned.
Here is the framework I recommend.
Before you ask for more money, make it clear that you are still interested. This reduces the employer’s fear that you are simply shopping around or using the offer as leverage elsewhere.
You can say:
“I am very interested in the role and can see a strong fit with the team and responsibilities.”
This matters because hiring managers do not want to fight for a candidate who sounds half out the door.
A strong salary request links back to the job.
You can say:
“Given the scope of the role and the responsibilities discussed during the process, I was hoping we could explore a salary closer to £[amount].”
This is better than saying:
“I was hoping for more.”
The first version gives a business reason. The second version gives a feeling.
Market data can help, but be careful. Candidates often say “market rate” when they have only checked two job adverts, one salary website, and a TikTok comment section from someone in a different industry.
Use market language honestly.
You can say:
“Based on the market level I am seeing for similar roles in the UK…”
That is reasonable. Do not overclaim.
Some candidates avoid naming a number because they think it gives them more power. Usually, it just makes the conversation slower.
A clear number helps the recruiter or hiring manager check what is possible. If you are flexible, you can phrase it as “closer to £X” rather than “exactly £X”.
This is a recruiter detail candidates rarely think about.
Your negotiation email may be forwarded to the hiring manager, HR, finance, or a senior decision maker. If it is concise, reasonable, and commercially framed, it is easier for someone internally to support you.
If it is emotional, overly long, or full of unnecessary backstory, it becomes harder to advocate for you.
Write the email in a way that makes the recruiter’s job easier. That does not mean being passive. It means giving them a clean, sensible case to take back.
Your subject line should be clear and professional. Do not overthink it.
Good subject lines include:
Offer for [Job Title]
[Job Title] offer discussion
Follow up on [Job Title] offer
Salary discussion for [Job Title]
Question regarding offer details
[Your Name] salary discussion
Avoid subject lines that sound dramatic or defensive, such as:
Urgent salary issue
Concern about offer
Salary problem
My counteroffer
Disappointed by offer
You may feel disappointed. The subject line does not need to perform the emotion.
Email is often better for the first negotiation because it gives you control over the wording. You can be clear, measured, and specific. It also creates a written record of what you asked for.
A phone call can be useful after the email, especially if the recruiter wants to discuss flexibility or explain constraints. But I usually prefer candidates not to negotiate completely unprepared on a call unless they are confident.
The danger with phone negotiation is that candidates sometimes soften their request too quickly.
They say they want £55,000, the recruiter pauses, and suddenly the candidate says, “But honestly, I am flexible, and I do not want this to be an issue.” Congratulations, you have negotiated against yourself in under seven seconds.
Email gives you breathing room.
A good approach is:
Send a clear salary negotiation email
Let the recruiter or employer review it
Take a call if needed
Confirm any agreed changes in writing
In the UK, offer details and employment terms should be clear before you accept. ACAS explains that employment contracts are legally binding agreements and can be agreed verbally or in writing, which is why it is sensible to confirm important offer terms properly rather than relying on vague conversations.
If the employer says no, do not panic. You have three options:
Accept the offer as it stands
Ask whether other package elements can be reviewed
Decline professionally
The right answer depends on your situation.
If the offer is still fair and the role is strong, accepting may make sense. If the offer is too low and there is no flexibility, declining may be the better decision. A low salary that already irritates you before day one rarely becomes less irritating after six months of doing the job.
If you want to respond to a no, use this:
Example
Hi [Name],
Thank you for checking and coming back to me. I appreciate you reviewing the salary request.
I understand there may not be flexibility on the base salary at this stage. Before I make a final decision, would it be possible to explore any flexibility in the wider package, such as [specific benefit], or to agree an earlier salary review after [timeframe] based on performance and role expectations?
I remain interested in the opportunity and would appreciate understanding what may be possible.
Kind regards,
[Your Name]
An earlier salary review can be useful, but be careful. “We can review it later” is sometimes genuine and sometimes corporate mist. Try to get specifics.
Better:
“Salary review after six months based on agreed objectives.”
Weaker:
“We will see how things go.”
I have seen too many candidates accept vague future promises that quietly disappear into the workplace cupboard of forgotten things.
Before you send your salary negotiation email, check it against this list:
Have you thanked them for the offer?
Have you confirmed genuine interest in the role?
Have you stated the salary you want clearly?
Have you explained the reason in one or two strong points?
Have you avoided apologising for negotiating?
Have you avoided sounding entitled or threatening?
Have you kept the email concise?
Have you checked the salary number is realistic for the UK market and role level?
Have you considered the full package, not only base salary?
Have you left the door open for discussion?
The best salary negotiation emails feel calm, not needy. Clear, not pushy. Confident, not arrogant.
That is the balance.
Candidates often think negotiation is about finding the perfect phrase. It is not. It is about understanding what the employer needs to approve the increase and giving them a professional reason to do it.
A strong email will not magically create budget where none exists. But it can absolutely influence how seriously your request is considered.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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