How to negotiate your salary when you're promoted

Updated 20 October 2026 · SalaryRight guides

Internal promotions often come with a smaller pay increase than the same move would bring at a new employer, partly because the conversation feels awkward and partly because the raise is calculated from your current salary rather than the market rate for the new role. You can negotiate a promotion just as you would a new offer.

Anchor on the new role, not your old salary

The question isn't "what percentage on top of my current pay?" It's "what does this level pay, here and elsewhere?" Ask HR or your manager for the pay band for the new level. Many UK employers have formal bands, even if they don't publish them. Then check the market for the new title in your area using job adverts, salary surveys and our city salary pages.

If you're promoted from the bottom of one band, a standard percentage increase may leave you at the bottom of the next one, below colleagues hired into the same role. That's the pay-equity argument to make.

Negotiate before you accept the title

Your leverage is highest before you say yes. Once you've accepted and started doing the new job, the pay conversation tends to slip into the next review cycle.

Responding to a promotion offer

"Thank you, I'm really pleased and I want to do this well.

Before I confirm, could we talk about the package? I understand the band for [new level] is [£ range]. Given that I'll be [new scope, e.g. managing four people and owning the roadmap], I'd like to ask for [£ figure], which would put me in line with the market for this role in [city].

Is that something you could take forward?"

If the budget isn't there yet

Some companies promote mid-year but only adjust pay at the annual review. If that's the answer, agree these in writing:

the target salary for the new role
the date it will be reached, ideally with an interim step
whether the increase will be backdated to the date you took on the responsibilities
the title change itself, effective now, because your next employer will look at it

Watch out for promotions in name only

A new title with more responsibility and no pay change is a cost-free retention tool for the employer. It may still be worth taking if it moves your career on, but treat it as a negotiation, not a reward. If pay isn't on the table now, get a written commitment and a date.

Common questions

How much of a raise should a promotion come with?: There's no standard UK figure, and it varies widely by employer and sector. Rather than a percentage, aim for at least the middle of the pay band for the new level, adjusted for how much of the role you're already doing.
Can I turn down a promotion if the pay isn't right?: Yes, though it's usually better to negotiate first. Ask what would need to happen for the pay to match the role, and agree a date. Declining outright can make it harder to be considered next time.
Should I mention an outside offer during a promotion negotiation?: Only if you have one and would take it. A market-rate case for the new level is normally enough and carries less risk.

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Related guides

This guide is general information, not legal, tax or financial advice. Tax figures apply to England, Wales and Northern Ireland unless stated. For advice on your own situation, ACAS and Citizens Advice offer free help.