How to answer "what are your salary expectations?"

Updated 20 October 2026 · SalaryRight guides

The salary expectations question usually comes early, often on the first call with a recruiter, before you know enough about the role to answer well. Answer too low and you set a ceiling on your offer. Answer too high and you may be screened out. The aim is to learn their budget first, or give a researched range that protects your target.

Option 1: ask for their range

Recruiters usually know the approved budget. Asking is normal and often works.

On a recruiter call

"I'm flexible for the right role, and I'd like to understand the full package before I name a figure. What's the budget you've had approved for this position?"

If the advert already shows a salary range, you can refer to it: "The advert mentioned up to £65,000. Based on what I've heard so far, I'd expect to be towards the top of that."

Option 2: give a researched range

If they insist, give a range built from market data, with your target at the bottom. Employers tend to hear the lower number.

When pressed for a number

"Based on what I've seen for [job title] roles in [city] at this level, I'd be looking at between [£ target] and [£ stretch] in base salary, depending on bonus, pension and the rest of the package."

Mentioning the rest of the package keeps room to negotiate later if the base salary has a hard ceiling. Our city salary pages and the free analysis can help you set the range.

Option 3: on an application form

Forms often have a required salary field. If it accepts text, "Negotiable, based on the full package" is fine. If it needs a number, enter the bottom of your researched range, not your current salary or your floor.

What if they ask for your current salary?

In the UK an employer can legally ask what you currently earn, but you don't have to tell them. Your current pay is about your current job; your expectations are about this one.

Declining to share current pay

"I'd rather focus on what this role is worth than on my current package, which reflects a different scope. For this position I'm looking at [£ range]."

If you're underpaid now, sharing your current salary anchors the offer low. If you do share it, give total compensation (base, bonus, pension and equity) rather than base alone, and say which components you'd expect to be matched.

Mistakes to avoid

Naming your floor. It becomes the offer.
Answering before you know the scope. A team lead role and an individual contributor role with the same title can pay very differently.
Saying "whatever's fair". It hands all the anchoring power to the employer.
Giving a range wider than about 15%. A very wide range looks unprepared, and they'll pick the bottom.

Common questions

Is it rude to ask a recruiter for the salary range?: No. It's a normal question, and many UK adverts already include a range. Asking early saves both sides time if the budget is far from your expectations.
Should I give base salary or total compensation?: Talk about base salary, but say your figure depends on the full package. That keeps bonus, pension and equity open for negotiation later.
What if my expectations are above their range?: If the gap is small, say you're still interested and would like to understand the full package. If it's large, it's better to know early. Sometimes a role can be re-levelled to a more senior band.

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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.