While many employers (and lawmakers) are moving toward pay transparency, some still fail to list a salary range on the job posting. As a general rule, you should reach out to the employer’s Human Resources (HR) department to ask about the salary range. You can simply say, “To be respectful of your organization’s time, I would like to ask about the salary range for the _____ position.” That way, you avoid wasting your time and theirs on an application for a position that pays less than what you need.

Pro tip: If they still refuse to give you a salary range, think very carefully before applying—that is a huge red flag that their organization lacks transparency and respect for workers.

Compensation includes more than just your salary

Typically when an employer extends a job offer, they present you with a compensation and benefits package along with a proposed salary. Employee benefits are a form of compensation that you receive in addition to your regular salary, and can add a lot of value. Examples of these benefits include medical insurance, dental insurance, vision coverage, life insurance, retirement planning, and more (see the list below for details).

Because there are so many employee benefits to choose from, and because each employer will offer something different, be sure you do some research before accepting an offer. For instance, some employers offer tuition assistance/reimbursement that can help you with graduate school, or even paying off your undergraduate tuition.

Note that your job offer may be given verbally or in writing. If they make a verbal offer, be sure you write down the details, including the name of the person and the date and time they made the offer. This way you have a record to refer back to if anything changes.

The offer starts the negotiation process

As a general rule, you should always ask whether a higher starting salary and/or additional benefits may be available. This is not rude—the employer wants to pay you the lowest amount possible, and they know that you want to get paid the highest amount possible.

If the benefits and pay do not align with your skills, qualifications, career level or education, you can negotiate for more money or better benefits. It is also acceptable to suggest other forms of compensation, such as stock options or extra vacation days.

Medical insurance

Typically medical insurance covers the costs associated with doctors appointments, regular checkups, and basic medical procedures. It should also cover emergency room visits and some types of surgical procedures. Be sure to research what is included in your medical insurance plan—and where you can use it—so that you get the most from your insurance.

Dental insurance

Depending on your workplace, dental insurance may be included in the overall employee medical benefits, or it could be separate. Typically, dental plans include routine dental exams, cleanings and X-rays, and some routine dental procedures, such as root canals, oral surgery, or fillings. Advanced procedures may be more expensive, or might not even be covered—so be sure you ask for details!

Vision insurance

Vision insurance is typically provided as a separate insurance plan that should come in addition to employee health benefits. These types of plans should cover routine, annual checkups, prescription lenses, or routine procedures.

Disability insurance

Both short-term and long-term disability insurance offer financial support in the event of illness or injury that renders you unable to work. In cases of serious illness or injury that impede your ability to perform your job, these insurance policies typically provide a portion of your income as compensation.

Mental health insurance

Some companies offer separate insurance for mental health care, while others may include it in your medical insurance. These insurance plans may cover appointments with mental health practitioners, behavioral and cognitive therapy services, as well as grief, divorce and family counseling. Your coverage may also take care of prescriptions for medications for mental illnesses. 

Life insurance

Most employers will allow you to enroll for coverage when you are first hired without asking questions about your health. This means you will not be declined for coverage. If you wait, you may have to get a full physical check, and may even be denied coverage.

Life insurance offered through your employer is typically known as “group insurance.” This means one policy will cover you and the other employees who work for the same organization. Some employers automatically provide some form of life insurance, typically equivalent to one year of your salary. Some even pay for this coverage on your behalf and do not take it out of your paycheck. Your employer may provide other opportunities to enroll in additional coverage (such as coverage for your dependent family members, or accidental death and dismemberment) that you can pay for by taking money out of your paycheck each pay period. Some employers may also offer you the option to increase coverage when you experience big life changes, such as getting married or having children.

Time off

US law does not require employers to provide any paid time off, so make sure you ask for details on the employer’s leave policy before you accept an offer. There are many different types of time off, with the most common types listed below.

Family and Medical Leave Act (FMLA)

Although the Family and Medical Leave Act covers unpaid leave for some employees, it does not cover any paid leave. FMLA requires specific employers to provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

• For the birth and care of the newborn child of an employee;
• For placement with the employee of a child for adoption or foster care;
• To care for an immediate family member (i.e., spouse, child, or parent) with a serious health condition; or
• To take medical leave when the employee is unable to work because of a serious health condition.

You are only eligible to take FMLA if you meet all of the following conditions:

• You work for either a public agency, a public or private elementary or secondary school, or any company with 50 or more employees.
• You have worked for your employer for at least 12 months.
• You have worked for your employer at least 1,250 hours over the past 12 months.
• You work at a location where the company employs 50 or more employees within 75 miles.

Vacation leave / annual leave

There are three basic types of annual leave:

• Unlimited paid time off (PTO): Your employer does not limit you to a specific number of paid vacation days, but you still have to get your work done and get your supervisor’s approval before taking leave.
• Annual allotment: Your employer gives you a set number of paid days off you can use during the year.
• Monthly/quarterly accrual: You earn hours or days of paid time off for each month or quarter you work.

Public holidays

Some employers provide paid time off for state and federal holidays, or they may provide “floating holidays” you can use as a substitute for holidays when you may have to work. However, paid public holidays generally only apply to salaried employees and not to hourly workers.

Sick leave

Federal law does not require employers to guarantee paid sick leave. However, the FMLA allows many employees unpaid time off for health-related issues. Numerous organizations in the US opt to offer paid sick leave to their employees, either by assigning a set number of designated days or by implementing a comprehensive PTO (Paid Time Off) policy.

Bereavement leave

Some employers provide paid time off for the death or funeral of a loved one. Employers may place requirements on how long you must work for the employer to qualify, or what your relationship was to the deceased.

Parental leave

Parental leave  is divided into maternity and paternity leave. Though, many organizations are progressively shifting towards the more inclusive concept of “parental leave” applicable to all individuals.

In several states, employers are not legally obligated to provide paid maternity leave, although the Family and Medical Leave Act (FMLA) affords women the entitlement to take up to 12 weeks of unpaid leave for this purpose, including adoption. Only eight states in the US offer partially paid parental leave for both fathers and mothers (California, New York, New Jersey, Washington, Rhode Island, Oregon, Massachusetts, and Connecticut).

Unpaid leave

In instances where employees lack sufficient paid leave days or face unforeseen personal events, they might opt for unpaid leave. However, there is limited federal regulation on unpaid leave, beyond the FMLA. This leaves it to individual organizations to establish their own guidelines and address each circumstance on a case-by-case basis.

Other benefits

Tuition reimbursement

Some employers offer tuition reimbursement, also known as tuition assistance. The employer pays some or all of the costs of your education, as long as the program of study and related expenses fall within the guidelines of your employer’s policy. In most cases, you pay the tuition and fees upfront. Once you complete your courses, you can send receipts to your employer and they will send a partial or full repayment to you. In some cases, the employer will pay for courses you took before you got hired. Be sure to ask what options are available from the specific employer.

Work schedule / flexible work schedule / remote work

Your employer may allow you to choose your own work schedule, or even to have flexible hours as long as your work is done on time. Additionally, some employers offer fully remote work or hybrid work, which allows you to work from home one or more days per week. Be sure to ask about work schedule details before you accept an offer.

Wellness and fitness

A wellness and fitness package is another benefit your employer may offer. This may include discounted or free gym membership, paid time for exercise, and programs to help you lose weight or quit smoking.

Paid training and development

Your employer may offer paid training and development as part of your benefits package. This may include professional certifications, membership in professional associations, attendance at conferences, and professional associations. These can benefit you and your employer, since they help you learn valuable skills you can apply to your work while building your resume and growing in your career.

Relocation expenses

If your new job requires you to move to a new location, your employer may offer to reimburse you for relocation expenses. Be sure to ask how much they will pay for—it may be a dollar limit or a weight limit. Also ask whether they will reimburse you for a do-it-yourself move, whether they contract only with specific moving companies, or whether you need to get multiple bids and go with the lowest bidder.

Ask your employer if they can recommend any specific companies so that you can avoid scams and minimize the risk of lost or damaged items.

Retirement savings plans

Employer retirement plans offer a way for you to save money for retirement. The most common form of employer retirement planning is a 401(k). This is a savings investment plan where money is taken out of your paycheck every time you get paid and invested for you to use after retirement. Employers offer a variety of retirement plans, so be sure to ask about available options. Be sure you clearly understand the risks and potential benefits before choosing an investment plan.

Investment opportunities

In addition to retirement savings plans, some employers also offer ways for employees to invest in company stocks, shares, or other investment opportunities. Check with your employer to see how to get started. Be sure you clearly understand the risks and potential benefits before investing.

Childcare

Employers may offer childcare benefits, such as on-site daycare, subsidies, or referrals. Typically, employer child care benefits will cover the first five years of a child’s life through daycare, preschool, and pre-K school. This can help maintain balance between work and family obligations.

When should I negotiate?

Typically, it is best to negotiate your salary and benefits after you have received a written job offer. You have the most leverage once you have proven yourself an asset to the company, and have demonstrated you fully understand the employer’s expectations. If you are awarded the position during the interview process, it is acceptable to offer a wide salary range you are comfortable with or ask the employer for the salary range they are considering for the position. Be transparent with your expectations. 

How much should I ask for?

Be prepared to do some research about the salary expectations within your industry. 

Negotiating for the highest salary you believe you deserve when you’re hired will allow for future raises and benefits to be calculated using that base salary. 

There are several online tools available to help you research your salary range. Consider using Indeed’s salary search tool, Payscale, or Glassdoor’s salary search tool to get started. For tech-based roles, consider looking at Levels.fyi and Comparably.

When should I avoid negotiating?

It is important to be realistic when negotiating salary. While you should be compensated for your skills and qualifications, if you are asking for a salary higher than what the company can afford, it might not be worth negotiating for because you could lose the offer entirely. If you continue to negotiate higher than what the employer can offer, they may assume you’ll be unsatisfied with the lower pay. Employers may worry that if they did hire you and invest in your training, you may begin looking elsewhere for other opportunities or bring down team morale due to your unhappiness.

It may also be inappropriate to negotiate pay if the employer has made it clear that salary is non negotiable. In some industries, such as the government, employers have strict salary bandwidths and cannot offer more money. 

What should I say when negotiating salary?

If the salary offered is lower than you expected, here is an example of what you could say:

“I know I’d be the right fit for the team and look forward to working in this position. I’m excited about your offer! Having discussed skills and experience during the interview, I’m wondering if we could explore a slightly higher starting salary of $65,000? My research shows this as the industry average for this area.”

The employer may come back with a response like this:

“It’s great that you’re interested in the position. We are excited to possibly have you on the team. However, the position is budgeted at $50,000.”

You might respond something like this:

“I understand budgeting issues can be tough. I want to be as flexible as possible with your team. I’m still interested in joining the team and would like to explore whether $60,000 is given my skills and experience.”

The employer may not know immediately if they can raise their offer. They may say something like:

“I’m not sure whether this will work with our budget, but I can look into it. We can get back to you with an offer.”

There is a chance the employer may not be able to offer a higher salary. If this is the case, at least you will have tried. If you feel as if the pay does not reflect your skills and experience, you can always walk away from the offer. More than likely, the employer will take the time to negotiate your salary. After looking into the budget, they may say something like:

“I was able to get approval for a starting salary of $57,000 considering how much our team would like to work with you.”

What should I say if the employer asks for my salary history?

A growing number of cities and states are banning salary history questions to fight back against pay inequity and ensure that everyone can negotiate competitive salaries based on their actual skills and qualifications.

Disclosing your salary information could put you at a disadvantage when interviewing for a job. If your salary from your previous employer was lower than the suggested salary for the job you are applying for, the employer could offer you a salary based on your previous job rather than using your skills and experience to determine your pay.

What you could say:

• “I’d rather not disclose my current salary, but I would be open to having a discussion about negotiating my salary based on my skills and what I can offer the company.”
• It’s important to be kind, but you can be firm and say your salary is personal and confidential information.

Pro tip: If a job application asks you for your salary history, you do not have to disclose this information. You can type “0” as a placeholder and discuss salaries in person during the interview process.

In some cases, an employer may not be able or willing to match your minimum salary requirement or additional benefits request. In other instances, an employer may respond to your request for a higher salary with a counter-offer that still does not reach your requested amount. In these situations, you must decide whether the offer is worth it.

Your gut tells you it isn’t right

If you begin to feel like the position you have been offered is not right for you, consider telling the employer you have decided not to accept the offer. You need to take care of yourself. Trust your instincts. If a job no longer feels like the right fit for you, it is okay to walk away.

You found a better offer elsewhere

During a job search, it is normal to apply for several opportunities at the same time. If you choose to accept a job, be sure to communicate with other employers who have let you know they are actively considering you as a candidate. Let them know that you are no longer available, and thank them for their time and consideration.