Let's talk money. Few workplace conversations feel as uncomfortable as negotiating your salary, but it's one of the most important skills you can develop for your career. Whether you're interviewing for a new position or asking for a pay rise  in your current role, knowing how to navigate salary discussions with confidence can make all the difference throughout your career. 

In this blog we will cover:

💰 The right time to discuss your salary—and when to wait

💰 Three ways to politely decline sharing your salary

💰 How to benchmark your salary in just two minutes

💰 4 negotiation techniques that actually work

When to bring up salary (and when to hold back)

Timing is everything in salary negotiations. Bring it up too early, and you might come across as focusing solely on compensation rather than the role itself. Wait too long, and you might find yourself deep in the interview process only to discover the salary is nowhere near your expectations.

Early stages: keep your focus on value

In the initial stages of interviewing, it's generally best to focus on demonstrating your value before discussing specific numbers. When an application asks for salary expectations, consider these approaches:

• Give a range rather than a specific figure
• Note that you're "open to discussion based on the total package"
• Research market rates beforehand so your expectations are informed

The right moment to talk numbers

The best time to discuss salary is usually:

• After you've clearly demonstrated your value in interviews
• When the employer brings it up first
• After receiving an offer, but before accepting

To disclose or not to disclose?

One of the most uncomfortable moments in any interview process comes when you're asked about your current salary. This question puts many candidates in a difficult position, and you might not know how to respond in the heat of the moment.

But here's the thing: salary disclosure is not an obligation, no matter who is asking you. It's personal information, and it's entirely up to you whether you share it or not.

3 ways to handle the salary question

1. Politely decline 🙅

You can simply decline to share this information while remaining professional. For example:

"I appreciate your question, but I'd prefer to have a fair negotiation based on my expertise, skills, and experience rather than my current compensation."

A company with good values will respect this position. And as we often say, a company that has a problem with you not giving them a number may well be one you'd rather avoid anyway!

2. Share your desired salary range instead 💰

Redirect the conversation toward what you're actually looking for:

"Rather than discussing my current salary, I'd like to hear more about the opportunity and what salary range you're offering for this position."

Alternatively:

"Based on my research for similar roles in this market and considering my experience, I'm seeking a range of £X to £Y."

This approach keeps the focus on your future rather than your past.

3. Remind them that salary information is confidential 🔒

If you're facing persistence from an interviewer:

"I hope you understand that my current salary information is confidential. However, I'd be happy to discuss what I'm looking for in my next role and how my skills align with your needs."

Pay close attention to how they respond to this answer. Most employers won't push the issue, so if a hiring manager is being unusually persistent, this might be a red flag about the company culture.

Know your rights

In some locations, employers are legally prohibited from asking about your salary history:

• Many U.S. states and cities (including California, New York City, and Massachusetts) have banned salary history questions
• The UK has no specific ban, but such questions are increasingly viewed as potentially discriminatory

Remember, the goal isn't to mislead but to ensure you're not undervalued based on previous compensation that may not reflect your true market worth.

4 salary negotiation techniques that actually work

Beyond timing and transparency, successful negotiation comes down to strategy. Here are proven approaches that have helped candidates secure better offers:

1. Always negotiate, even if the initial offer seems good

Most employers expect some negotiation and often build that into their initial offers. Even a small improvement can add up significantly over time—a £5,000 increase now could mean over £50,000 more over ten years in the same role.

2. Consider the full package, not just the base salary

Negotiations can include:

• Flexible working arrangements
• Additional holiday time
• Learning and development budgets
• Performance bonuses
• Equity or share options

3. Back your requests with data

When requesting higher compensation, support your position with:

• Specific achievements and their business impact
• Market research showing typical rates for your role and experience
• The unique skills or perspectives you bring

4. Practice your delivery

Confidence in your delivery makes a difference. Practice your negotiation conversation with a friend, focusing on:

• Clear, confident language without undermining phrases ("I'm sorry, but...")
• Specific requests rather than vague statements
• A collaborative tone that emphasises mutual benefit

Remember: it's a conversation, not a confrontation

The most successful negotiations feel like collaborative problem-solving rather than demands. The best candidates approach salary discussions as a partnership—they're clear about their value while remaining flexible and understanding of the company's perspective.

Whether you're negotiating your first professional salary or aiming for executive compensation, these principles apply. Be prepared, be strategic, and remember that your goal is a fair package that reflects your true value—not just the highest possible number.