Most lawyers are excellent at negotiating on behalf of their clients. When it comes to negotiating for themselves, it’s a different story entirely.
If you’re moving into a new in-house role — or pushing for a pay rise in your current one — here’s what actually works.
Never disclose your current salary first
This is the single most important thing I can tell you.
When a recruiter or hiring manager asks what you’re currently earning, the instinct is to answer. Don’t. Your current salary is irrelevant to what you should be paid in the new role — and disclosing it early anchors the conversation around a number that may be lower than the budget they have available.
Instead, flip it. Ask them what the budget is for the role. Push for them to disclose first. It feels uncomfortable initially — but it’s a completely reasonable question, and most hiring managers will answer it.
Once you know their range, you’re negotiating from a position of information rather than guessing in the dark.
Always push for the higher end of the range
When a budget range is disclosed — say, £60,000 to £75,000 — don’t anchor yourself to the midpoint. Aim for the top.
The reason is simple: you’re not just negotiating a salary. You’re making a case for why leaving a stable, established role with job security, built-up relationships and institutional knowledge is worth it. That transition has a cost — and the number at the top of the range is the one that reflects it.
Frame it that way. You’re not being greedy — you’re being honest about what it takes to make the move worthwhile. A good employer will understand that. And if they push back, you have room to negotiate down from a higher starting point rather than up from a lower one.
Do your research before any conversation
Walking into a salary negotiation without knowing the market rate is like advising a client without knowing the law.
Before any conversation, research what lawyers at a comparable level, in a comparable sector, are earning. Use salary surveys, recruiter data, LinkedIn insights and peer conversations where you can. Know your number — and know why it’s justified — before anyone asks.
This also means knowing your own value specifically. How long have you been qualified? What sectors have you worked across? What do you bring that a generic hire wouldn’t? The more specific you can be about your value, the stronger your position.
Don’t just negotiate salary — negotiate the whole package
Base salary is one number. The total package is another.
If a company won’t move on salary, there may be flexibility elsewhere: additional leave, bonuses, stock options/grants, remote working arrangements, professional development budget. These all have real value — and they can be easier for a business to move on than base pay.
Know what matters to you before you go in. If flexibility is your priority, lead with that. If it’s purely salary, be clear. But don’t leave the conversation having only discussed one number when there may be other levers available.
Don’t accept on the spot
If you receive an offer, you are not obliged to respond immediately. Ask for time to consider — 24 to 48 hours is entirely reasonable and professionally normal.
Use that time to assess the full package, consider whether there’s anything you want to push back on, and prepare your response calmly rather than in the moment. Accepting too quickly can signal that you’d have taken less. Taking a little time signals that you’re considered and know your worth.
The bottom line
Salary negotiation is a skill — and like most skills, it gets easier with practice.
The fundamentals are simple: don’t disclose your current salary, find out their budget first, push for the top of the range and justify it, know your market value, and don’t be afraid to ask for what you’re worth.
Nobody is going to advocate for your salary as effectively as you will. So do it.