How to negotiate salary: research, scripts and your rights

Updated November 2026

Most employers expect some negotiation, and asking politely almost never costs you an offer. The key is preparation: know the realistic pay range for the job in your area, decide your target and your minimum before the call, and ask with specific numbers.

Step 1: Research the pay range

Start with free government data, then check it against job postings.

BLS Occupational Employment and Wage Statistics (OEWS). The Bureau of Labor Statistics publishes employment and wage estimates every year for about 830 occupations, for the nation, each state, and metropolitan and nonmetropolitan areas. The latest figures are for May 2025, released in May 2026. Look at the 25th, median and 75th percentile wages for your occupation and area.
Occupational Outlook Handbook (OOH). The BLS handbook gives median pay for hundreds of occupations, plus job duties, required education and outlook.
CareerOneStop Salary Finder. The Labor Department's CareerOneStop site lets you look up pay for an occupation by state or ZIP code, using the same BLS survey.
Job postings with pay ranges. In states that require ranges in postings (see below), collect 5–10 postings for similar jobs. These are often more current than survey data.

$24.51Median hourly wage, all US occupations, May 2025
$69,770Mean (average) annual wage, all occupations, May 2025
~830Occupations covered by BLS OEWS wage estimates

The median is the middle: half of workers earn more and half less. At $24.51 an hour for 2,080 hours (40 hours × 52 weeks), that is about $50,980 a year. The mean is much higher because a smaller number of very high earners pull the average up, which is why the median is usually the better guide.

Step 2: Set your numbers

Write down three figures before any pay conversation:

Target: What you would be happy with, based on the range for your experience. If you meet every requirement and more, aim above the median; if you are new to the field, around or below it.
Ask: A little above your target (often 5–10%), so there is room to meet in the middle.
Walk-away: The lowest offer you would accept, based on your budget and other options.

Example: the area range for a role is $52,000 to $64,000 and you have solid experience. Target: $60,000. Ask: $63,000. Walk-away: $55,000.

Step 3: The "expectations" question

Recruiters often ask early. You have three good options:

Ask for their range first: "I'd like to learn more about the role first. Can you share the budgeted range?"
Give a researched range whose bottom is at or above your target: "Based on what I've seen for similar roles in Denver, I'm looking for something in the $60,000 to $66,000 range, depending on the full package."
Confirm their posted range: "The posting lists $55,000 to $65,000. That works for me, and given my experience I'd expect to be in the upper part of it."

Step 4: Negotiate the offer

When the offer comes, thank them, show enthusiasm, and ask for time to review it in writing. A day or two is normal. Then call or email with one clear request.

Script. "Thank you again for the offer. I'm excited about the role and the team. Based on my research for this position in the area and the scheduling and vendor experience I'd bring from day one, I was hoping for a base salary of $63,000. If we can get there, I'm ready to accept."

Then stop talking and listen. If they meet you halfway at $59,000, that is $4,000 more than an original offer of $55,000, about 7.3% more, and it carries into every future raise calculated as a percentage of your pay.

If the base salary truly cannot move, ask about other parts of the package:

A signing bonus
An earlier salary review (at 6 months instead of 12)
Extra paid time off
Remote or hybrid days, or a different schedule
Training, certification or tuition support
Job title or start date

When you agree, ask for the final offer in writing before you resign from your current job or turn down other offers.

Salary history bans and pay transparency

A growing number of states and cities limit what employers can ask about your past pay, or require them to show pay ranges. Rules differ by state, by city and by employer size, so check your state labor department's website. A few examples:

Examples of state pay laws (check your own state)
State	Salary history	Pay in job postings
New York	Since January 6, 2020, public and private employers may not ask for your salary history or use it to decide whether to hire you or what to pay. They may ask your salary expectations.	Since September 17, 2023, private employers with four or more employees must post a pay range for jobs, promotions and transfers, including some remote jobs that report to a New York supervisor or office.
Washington	Employers cannot seek an applicant's wage or salary history or require a minimum previous salary.	Employers with 15 or more employees must include a wage scale or salary range and a general description of benefits.
Illinois	Employers may not ask about your prior wages or salary to decide whether to interview or hire you or what to pay, and may not use that information even if you volunteer it.	Since January 1, 2025, employers with 15 or more employees must include the pay scale and benefits in job postings.

In New York you may still volunteer your past pay without being asked, and the employer may then consider it; in Illinois the employer may not use it even then. If you live somewhere without these rules and are asked about your current salary, you can redirect: "I'm focusing on roles in the $60,000 to $66,000 range, based on the market for this position."

Mistakes to avoid

Naming a number before you have researched the range.
Accepting on the spot, then wishing you had asked.
Giving personal reasons ("my rent went up") rather than market data and the value you bring.
Bluffing about another offer you do not have.
Negotiating over and over. Make one well-prepared request, possibly one follow-up, then decide.

Once you are in the job, the same research helps when you ask for a raise; see getting promoted.