Job offer negotiation email: Free salary negotiation email template

Free salary negotiation email template

Salary negotiation is a delicate subject, but it’s important to ensure you secure the right salary for your skills and level of experience. Here are our top tips for salary negotiation and free salary negotiation email templates to help you get the messaging right.

Tips for salary negotiation by email

Whether you’re planning to negotiate salary by email or write a salary increase letter, make sure to:

• Be polite but straightforward
• Be upfront about your expectations
• ack up your expectations with relevant average salary data and examples
• Be open to further negotiations, but know your limits

Salary negotiation email for a new job

If a hiring manager requests your salary expectations, find out the average salary range for your job/sector so that you know what’s reasonable, and support your expectations by outlining your relevant skills and experience.

Dear (Name),

I am thrilled to be offered the [Position] role at [Company].

As requested, my expected base salary is ($_______). This is based on the average annual salary range of ($_______ to $_______) for this job, as well as [2–3 qualifications/skills or summary of major past achievements]. This is negotiable depending on factors such as opportunities for career progression and training programs.

Thank you again for your offer. I look forward to speaking with you further soon.

Regards,

(Name)

Salary negotiation email using average salary data

It’s not uncommon for employers to offer a salary that is below market average due to budget constraints or simply not being aware of salary benchmarks for your role. If this is the case, respond by email mentioning average salaries for the position and reiterating your skill set:

Dear (Name),

I’m very excited about the prospect of joining your team at [Company Name] as [a/an/the] [Position Title].

With my [2–3 qualifications/skills or summary of major past achievements], I am confident that I will achieve great results for [Company Name]. However, I would like to discuss base salary before I sign the offer.

According to my research, the average salary for comparable positions in the [work location] area is in the [average salary] range. I would like to propose moving the offer closer to [proposed salary] in line with my skills and the demands of this position.

Thank you again for your offer. I look forward to speaking with you again soon.

Regards,

(Name)

Salary negotiation email after you receive a higher offer from another company

Tossing up between two job offers is tricky, especially if you’re excited about one but the other pays more. If you’re in this position, write an email concisely explaining your position:

Dear (Name),

I am very excited to be offered the position of [Position Title] at [Company].

However, before accepting your offer, I’d like to discuss the base salary for this position. Although [Company] is my first choice, I’ve received another job offer with a higher base salary of ($______).

I’m thrilled about the prospect of joining your team and would happily accept your offer if you could match this base salary. I understand that this figure may be above your planned budget, but I’m flexible and willing to find a solution that works for both of us.

Thank you again for your offer. I look forward to speaking with you again soon.

Regards,

(Name)

Knowledge is power when it comes to negotiating the salary you want. Get the latest outlook into workforce developments, salaries and hiring insights in Australia in our Talent Trends 21 report.

31+ Killer Salary Negotiation Email Templates — Lewis C. Lin

This guest post from Christine Ko, my co-author for our new salary negotiation book. 

You could make $1,000 a minute negotiating your salary. But it’s hard to do when you don’t know what to say. To help you out, I’ve listed ten salary negotiation email samples below.

To get all 71 sample salary negotiation letters, get my salary negotiation book, 

71 Brilliant Salary Negotiation Email Samples.

Dear Mr. Recruiter,

Thank you for offering me the Assistant Sales Director position. I would like to express again how excited I am to begin working for your company.

Before I can accept however, I would like to discuss the matter of compensation. As we discussed in the interviews, I have two more years of experience and formal training than you required in the job description. I have also demonstrated my capabilities in my last position at my previous company by increasing sales in my division by 25% and personally landed several multi-million dollar sales. With my expertise, an acceptable salary would fall in the range of $103,000-$112,000, a bit higher than your offer of $94,000.

I can certainly see a future for myself at the company, and I’m confident that I can bring a lot of value. I know that we can come to a mutual agreement on an acceptable salary.

Thank you for your time,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the sales position. I’m excited about Company Z and the contribution I can make here.

However, I would like to discuss compensation before I can accept the offer. While Company Z is my first choice, I have received other job offers that are offering me more compensation. In fact, the highest offer is $7000 more than the offer from here with four additional vacation days from Company Y.

I’m very interested in Company Z and I would happily accept if you could match what the other company is offering. I understand that not everything can be accomplished, but I’m willing to be flexible and find a good solution. I’m confident that I can make valuable contributions to the company, and I hope we can come to a mutual agreement.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Assistant Sales Director position. I would like to express again how excited I am to begin working for your company.

Before I can accept, I would like to discuss the matter of compensation. I am happy with the salary and I think that it is in line with my market value. However, I would be leaving my current job for this one, and I would lose out on my year-end bonus. In particular, I would be leaving a $10,000 annual bonus. To make the transition easier, I would like to request a signing bonus of $6,000 to partly bridge the gap in pay.

I can certainly see a future for myself at the company, and I’m confident that I can bring a lot of value. I know that we can come to a mutual agreement on an acceptable compensation package.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Marketing Director position in Seattle. I’m excited about the position, and I’m confident that I can contribute a lot to the company.

Before I can accept however, I would like to discuss compensation with you. I am currently living in Moses Lake in Eastern Washington making $70,000. While the salary you offered me of $83,000 is more than what I make now, the cost of living in Seattle is much more expensive than living in Moses Lake, making my actual pay worth much less than what I make now.

For example, according to the CNN Cost of Living Calculator, housing in Seattle is 71% more, utilities are 31% more, and transportation is 19% more. I would have to make at least $91,000 in Seattle to continue my same standard of living. I would really like to work for Company Z, and I’m excited about my future potential, so I am willing to transfer for $89,500. I hope that we can come to a mutual agreement.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Director of Human Resources position. I’m excited about the position and I’m confident that I can bring a lot of value to Company Z.

Before I can accept the offer, I would like to discuss compensation with you. I think  that the salary is fair and in line with the market value of this position, but I would like to discuss some possible changes in the benefits.

As you are well aware, I was the Director of Human Resources for four years at my previous company. In that time I have made valuable changes for them and saved them thousands of dollars through my innovative processes. Because of my qualifications, I believe that my value added to the company is more than the average Director of Human Resources.

While I am happy with the base salary, I am hesitant to accept the offer because of the increased commute to the office from my home. Taking this new job will increase my daily drive by an hour. To save time, I would like to request a day every week to work from home instead of at the office. I can perform my job adequately at home while saving time and gas on my commute. This arrangement will also not cost the company any more money. Of course, we can discuss which day would be most convenient for everybody. I’m confident that we can come to a mutual agreement.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you again for offering me the Marketing Manager position. I’m very excited to join the team and start contributing to the company.

Before I can accept however, I would like to discuss the terms of the compensation. The benefits package includes a stock option plan that I am very interested in. I believe in the potential of the company and would like to invest in it. Because the total compensation is not as attractive as other offers, I was hoping we could discuss changing some of the terms of the stock option plan. Your current offer includes .75% equity. I’d like to propose an increase from .75% to 1.25%

I believe that this change will make your offer more competitive. I’m confident that we can come to a mutual agreement.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Lead Developer position. I’m excited about the job and I’m confident that I can bring a lot of value to Company Z. I’m glad that we could work out the terms of the salary and the compensation package.

Before I can accept, I have one last aspect I would like to talk about. I am concerned about the lack of a severance package. I am a very thorough person, so I would like to solidify the terms of a severance package before I accept. I do not anticipate creating a reason to get fired, but I would like to know what would happen if a layoff did occur. In particular, six months wages and continued health and dental insurance coverage for nine months seems like a typical and appropriate severance package. Of course, discussing the severance package will not cost the company any money up front, and if I am never laid off, the company will not pay any money at all.

Once we solidify the details of the severance, I’ll be ready to accept the job offer.

Thank you for your time and consideration,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Account Manager position. I’m very excited to begin working at Company Z.

Before I can accept, I would like to discuss my title in the company. As I was researching the company and its organizational structure, I noticed that there are no managers above me, but I would be responsible for managers below me. Since I will be the top manager for the larger accounts, I would like to request that my position be renamed from “Account Manager” to “Senior Account Manager.” I am not requesting any salary increases or other benefits, so this change will not cost the company any more money.

I’m confident that I can bring value to the company, and the new title will help me advance in my professional career.

Thank you,

Potential Hire

Dear Mr. Recruiter,

Thank you for offering me the Software Developer position. I’m very excited to start contributing to Company Z.

Before I can accept however, I would like to discuss the company policy of pay brackets. I understand that I have more experience and qualifications than other developers in my team which is why I was placed at the top of pay bracket 4. However, it is more difficult to switch pay brackets than moving up in the same pay bracket. Therefore I would like to request being placed at the bottom of pay bracket 5.

Although the salary is a little lower than my current offer, I plan to stay for a long time, so I would like a better chance of getting raises. I’m confident that I can bring a lot of value to the company; I hope that we can come to a mutual agreement.

Thank you,

Potential Hire

Dear Mr. Boss,

I’m excited to relocate to New York and join a new team within the company. I see this new location as an enriching learning opportunity. I’m confident that I will be a new valuable team member in New York City.

However, New York has a much higher cost of living than Dallas, and I have not seen any sign that my compensation will change for relocating. According to the XYZ Cost of Living database, New York will have a 10% higher cost of living.

In order to maintain my current standard of living, my salary will have to increase to $88,000 from $80,000.  I will also have to incur additional expenses for selling my home and finding a new one in New York.

Therefore I would like to kindly ask you to consider a salary adjustment to account for the difference in the cost of living and to cover other relocation expenses.  Specifically, I would like to request an 8% increase in my salary and a $10,500 additional bonus for relocation expenses. I understand if this is not possible, but I hope that we can come to an agreement.

Thank you,

Employee

diplomacy in the service of a career

“We choose, we are chosen” – the job search process can be very accurately described by a line from a famous song. Not surprisingly, applicants have to not only listen to employers refuse, but also say “no” themselves. How to do it correctly?

To help your diplomatic skills in your career, read the recommendations of Superjob.ru.

How not to go to interviews correctly
“I sent a resume for a vacancy, they called me and invited me for an interview. Already after we agreed on a meeting, I realized that I did not want to go. Firstly, a good place is planned in another company, and secondly, it is difficult to get to this office. Is it worth it to call and refuse? Maybe just not come to the interview? – such issues are regularly discussed on the forums of recruiting portals, including Superjob. ru. nine0003

Applicants give each other advice, as they say, to the best of their upbringing. “Why to call? Recruiters constantly promise to call us back and do not call back”; “Be sure to inform that you will not come, so as not to make a person wait for you in vain” – opinions, as we see, are polar.

Still, experts recommend taking the time to make a call or write an e-mail, even if you don’t feel like it, it’s unpleasant or you’re just lazy. Since recruiters do not keep their promises, then we will not – such logic is unacceptable for a polite and responsible person. Whatever they say, diplomacy is an obligatory weapon of a specialist who is tuned to career achievements. nine0003

Cultivating a culture of rejection is also necessary because the professional world is often tighter than we think. It is possible that you will still have to intersect with this company or even with a specific recruiter. Rest assured that your diplomatic efforts will not be in vain. Many HR managers maintain their database of applicants, and if the mark “did not appear” appears opposite your last name, then most likely the path to this company will be closed to you.

According to the Research Center of the recruiting portal Superjob.ru, 22% of recruiting managers are sure that the reasons for the non-appearance of applicants usually lie in “the lack of a culture of behavior and business ethics”, 19% – in irresponsibility. Obviously, no one wants to be among the uncivilized and irresponsible. Therefore, you still have to call and cancel the arrangement. If you don’t get through, send an email.

It is better to do this in advance, for example, on the eve of the appointed day of the interview. It didn’t work out – call at least an hour or two in advance: the recruiter will have time to reschedule his working hours.

How do you explain your refusal to appear for an interview? Since the negotiations have just begun, no special explanation is required – a polite message in a friendly tone is enough. “Thank you for being interested in my candidacy, but the circumstances are such that now I am not ready to negotiate a job in your company. I wish you to find the right manager. Have a good day, ”such a message will leave no doubt about your good manners and knowledge of the rules of business ethics. Most likely, no further explanation is required – recruiters encounter such cases quite often. nine0003

“I have to refuse your offer…”
It’s a different matter if you have already passed the selection, attended interviews, completed test tasks and received a job offer. Or perhaps you have agreed, and on Monday you are expected at a new workplace. And suddenly you changed your mind: a more interesting option was found, a child fell ill, doubted the prospects – the reasons may be different. How to be?

Here you can not do without explaining the reasons for your refusal, at least in general terms. Both the recruiter and the future boss, and you yourself have spent a lot of time and effort on interviews. If at the final stage of negotiations one of the participants suddenly refuses to continue them, the rest have the right to know about the reasons. Such explanations are not justifications at all, but reasonable observance of ethical norms. nine0003

Politely and kindly explain why you do not want to join this company. “I have another offer, and at the moment it is more interesting to me”; “I have soberly assessed my capabilities and have to refuse your offer: it is inconvenient for me to spend two hours on the road to the office”; “At my current position, I was offered to lead a new project, so I stop looking for a job,” – in most cases, you don’t need to invent anything. Both the HR manager and the boss are likely to understand your motives without any embellishment. nine0003

However, if the reason for your refusal lies in the personality of the future leader or in the poor, in your opinion, organization of business processes in the company, do not rush to declare it publicly. The art of diplomacy is to smooth out the negative moments. So instead of posting everything you think (“Look for others who want to work from dawn to dusk and tolerate an unbalanced boss for such a salary”), it’s better to say: “Now I’m not ready to accept your offer, because the working conditions do not suit me” . nine0003

At this stage, it is best to report the cancellation by phone. Email is also acceptable, but personal contact is preferred. Don’t forget to thank the failed employer for taking the time, wish you all the best, and if your refusal puts someone in an awkward position (for example, if you already agreed and had to go to work), then also apologize for the inconvenience caused.

“Do to others the way you want to be treated” – this saying has not lost its relevance for centuries. If we want recruiters to honestly inform us about the refusal, and not leave us alone with conjectures, then it makes sense to comply with all agreements ourselves and report the decision in time. nine0003

Good luck in your job search!

Collective bargaining of trade unions and employers / Labor protection / Training material / Courses / Safety factor

Collective bargaining of trade unions and employers

Collective bargaining acts of additions or changes. Representatives of employees and employers participate in collective bargaining and have the right to take the initiative to conduct such bargaining. Collective negotiations may be initiated by any of the parties. To do this, it must send the other party a proposal to start collective bargaining. The Code does not establish special requirements for the content of such a proposal. It can be in any form. In the proposal, it is advisable to indicate the proposed date for the start of negotiations, the place of their holding, proposals for the composition of the commission (if it does not operate on a permanent basis). nine0047 The party that received the notification is obliged to enter into collective negotiations within 7 days, i.e. put forward counter proposals on the composition of the commission, clarify the date and time of the start of the work of the commission for conducting collective bargaining (on the regulation of social and labor relations). Failure to fulfill this obligation entails administrative liability (Article 54 of the Labor Code).
The procedure for conducting collective bargaining
When developing a draft collective agreement, agreement, the parties are free to choose the subject of regulation – public relations (elements of an employment relationship), which are subject to regulation in the relevant contractual acts. nine0047 The freedom to choose issues does not mean that the parties can bring up for discussion problems that are not related to labor, its organization, conditions, etc. The subject of collective negotiations is determined taking into account the purpose of the negotiations – the regulation of labor relations and other relations directly related to them, the competence of the employer, direct provisions of the law (Articles 41, 46 of the Labor Code).
Two or more primary trade union organizations, uniting in aggregate more than half of the employees of this employer, by decision of their elected bodies, can create a single representative body for conducting collective bargaining, developing a single draft collective agreement and concluding a collective agreement. The formation of a single representative body is carried out on the basis of the principle of proportional representation, depending on the number of trade union members, i.e. the more numerous the trade union, the more representatives it can send to a single representative body. At the same time, a representative of each of the primary trade union organizations that have created a single representative body should be included in its composition. The unified representative body has the right to send to the employer (his representative) a proposal to start collective negotiations on the preparation, conclusion or amendment of the collective agreement on behalf of all employees. nine0047 The primary trade union organization, which unites more than half of the employees of the organization, an individual entrepreneur, has the right, by decision of its elected body, to send the employer (his representative) a proposal to start collective bargaining on behalf of all employees without first creating a single representative body.
If none of the primary trade union organizations or in aggregate the primary trade union organizations that wished to create a single representative body unite more than half of the employees of this employer, then the general meeting (conference) of employees may determine by secret ballot that primary trade union organization, which, with the consent of its elected body is instructed to send the employer (his representative) a proposal to start collective bargaining on behalf of all employees. In cases where such a primary trade union organization has not been determined or the employees of this employer are not united in any primary trade union organizations, the general meeting (conference) of employees may by secret ballot elect another representative (representative body) from among the employees and give him the appropriate powers. nine0047 The primary trade union organization, a single representative body or another representative (representative body) of employees, entitled to initiate collective bargaining in accordance with Art. 37 of the Labor Code, are obliged, simultaneously with sending the employer (his representative) a proposal to start these collective bargaining, to notify all other primary trade union organizations uniting employees of this employer, and within the next 5 working days to create, with their consent, a single representative body or include their representatives into the existing single representative body. If, within the specified period, these trade union organizations do not report their decision or refuse to send their representatives to a single representative body, then collective negotiations begin without their participation. At the same time, the primary trade union organizations that do not participate in collective bargaining, within one month from the date of the start of collective bargaining, retain the right to send their representatives to a single representative body. In the case when the representative of employees at collective bargaining is a single representative body, the members of this body represent the side of the workers in the commission for conducting collective bargaining. nine0047 The right to conduct collective bargaining, sign agreements on behalf of workers at the level of the Russian Federation, one or more constituent entities of the Russian Federation, industry, territory is granted to the relevant trade unions (associations of trade unions). If there are several trade unions (associations of trade unions) at the appropriate level, each of them is granted the right to be represented in a single representative body for collective bargaining, formed taking into account the number of trade union members. In the absence of an agreement on the creation of a single representative body for conducting collective negotiations, the right to conduct them is granted to the trade union (association of trade unions) that unites the largest number of members of the trade union (trade unions). nine0047 Disagreements may arise between trade unions and their associations regarding the attribution of one or another trade union to the most representative. Such disagreements can be resolved only on the basis of an agreement between trade unions; the law does not provide for another way to resolve the conflict.
The parties must provide each other, no later than two weeks from the date of receipt of the relevant request, the information they have, necessary for conducting collective bargaining. To determine the composition of information, it is necessary to apply the norm of Art. 53 of the Labor Code, which can serve as a guideline in this matter. nine0047 Participants in collective bargaining, other persons involved in the conduct of collective bargaining, must not disclose the information received if this information relates to a legally protected secret (state, official, commercial and other). Persons who divulge the said information are subject to disciplinary, administrative and criminal liability in accordance with the procedure established by federal laws. State secrets are protected by the Law on State Secrets, commercial and official secrets are protected by civil law (Article 139GK). Responsibility for the disclosure of these secrets is provided for, incl. and criminal law (Articles 183, 283 of the Criminal Code).
The terms, place and procedure for conducting collective negotiations are determined by the representatives of the parties that are participants in these negotiations.
Settlement of disagreements
According to Article 38 of the Labor Code of the Russian Federation, if disagreements arose during collective negotiations and no agreed decision was made on all or certain issues, then a protocol of disagreements is drawn up, which is the basis for the emergence of a collective labor dispute (Article 398 TK). Collective labor disputes are considered in the manner prescribed by Art. st.398-418 of the Labor Code of the Russian Federation.
Disagreements that arose during the conclusion of a collective agreement can be settled during negotiations after the conclusion of a collective agreement on agreed terms (Article 40 of the Labor Code) within 3 months from the date of the start of collective negotiations.
Guarantees and compensations to persons participating in collective bargaining
According to art. 39 of the Labor Code of the Russian Federation, persons participating in collective bargaining are:
– officials authorized by the employer (association of employers, other representatives of employers) to participate in the work of the relevant commission;
– employees (members of trade union organizations) sent to the appropriate commission by decision of the trade union, trade union association, primary trade union organization, other employee representative;
– experts, specialists, mediators participating in collective negotiations at the invitation of both or one of the parties. nine0047 All costs associated with participation in collective bargaining are compensated in the manner prescribed by law, collective agreement, agreement. Payment for the services of experts, specialists and intermediaries is made by the inviting party, unless otherwise provided by the collective agreement, agreement. Representatives of employees participating in collective bargaining, during the period of their conduct, cannot be subjected to disciplinary action, transferred to another job or dismissed at the initiative of the employer, without the prior consent of the body that authorized them to represent, with the exception of cases of termination of the employment contract for misconduct, for who, in accordance with the Labor Code and other federal laws, provides for dismissal from work.