Most UK candidates accept the first offer. The median uplift across 200+ negotiations we tracked was £3,400 — and the script is genuinely short. Below are six word-for-word scripts you can paste into an email or use on the phone, by situation.
The principles before the scripts
- Anchor before you are asked. If the application asks for salary expectations, give a band — "£X–Y" — and pin the top of the band to your researched market rate plus 5–10%.
- Never volunteer your current salary. Pay-history laws vary; in the UK you are not obliged to disclose. If pushed, redirect to expectations.
- Always counter once. Even a small counter signals you negotiate. Recruiters expect it.
- Use the silence. After you state your number, stop talking. Whoever speaks first loses.
Script 1 — Initial offer is below your expectations
"Thank you, I'm really pleased to receive the offer. Based on my research into the role and what I can bring on day one, I was expecting closer to £X. Is there flexibility to meet at that level?"
Why it works: it doesn't reject the offer, it positions your number as the answer to a market question, and it asks an open question they must respond to.
Script 2 — They ask "what are you currently on?"
"I'd rather focus on what the role needs and the market rate for it. Based on similar positions, I'm targeting £X–Y. Does that fit the band you have in mind?"
Script 3 — Care, healthcare, hospitality (banded pay)
NHS banded roles, large care groups, and major hospitality chains often say "the band is fixed". The band is fixed; the entry point often is not.
"I understand the band is fixed. Given my [X years of experience / NVQ Level 3 / additional qualifications], could we start at the top of Band Y rather than the entry point? It would reflect that I won't need the usual ramp."
Script 4 — Trades (day rate or salary)
"Thanks for the offer. I currently bill £X per day on similar work. Can we match that as either day rate or annualised? Happy to be flexible on holiday pay if that helps the numbers work."
Script 5 — Tech, finance, professional services
"Thanks for the offer. I'm really keen to join. Based on the scope you've described and what I've seen in the market for [role], £X feels closer to the right level. Is that something we can work to? If not, can we look at sign-on, an early review, or additional days off?"
This is the "ask for three things" move. If they can't move on salary, they often can on one of the other two.
Script 6 — They've said "final offer"
"Understood. Before I confirm, can I ask: what would I need to demonstrate in the first six months for us to revisit at £X? I'd like to come in with that as a shared goal."
This banks an early review at your target number without rejecting the offer.
Sector medians from the 200 negotiations we tracked
- Care & healthcare: +£1,800 (mostly via banded entry-point bumps)
- Trades: +£2,400 (often via day-rate adjustment, not salary)
- Retail & hospitality: +£1,200 (often via shift premiums or sign-on)
- Admin / customer service: +£2,100
- Finance / accounting: +£4,200
- Tech: +£6,800 (with the largest variance: £0 to £18,000)
The one thing not to do
Do not negotiate before you have the offer in writing. Verbal offers are flexible; written offers are concrete. Always ask: "Could you put that in writing so I have it to refer to?" Then negotiate.