Workers Could Lose Thousands by Failing to Negotiate Their Salary — Expert Reveals Six Phrases to Avoid
The latest figures from the Office for National Statistics (ONS) show that average employee earnings increased by 4.2% in July 2026, but many workers could still be missing out on thousands of pounds by failing to negotiate their salary effectively.
While pay growth has continued across many sectors, experts say employees often weaken their own position during salary discussions by over apologising, underselling their achievements, or accepting the first offer presented to them.
For example, an employee offered a salary of £70,000 could earn an additional £3,500 in their first year alone by successfully negotiating a 5% increase.
That difference can continue to grow over time, as future salary increases and bonuses are often based on an employee’s existing salary. Yet many workers weaken their negotiating position by apologising, underselling their achievements or accepting the first figure they are offered.
To help employees approach the conversation with more confidence, we spoke with Jason O’Brien, COO of TollFreeForwarding.com, to reveal six common salary-negotiation phrases to avoid and exactly what to say instead.
“Many people approach salary discussions as though they’re asking for a favour,” says O’Brien. “But this mindset often leads them to downplay their value before the employer has even responded.
“A successful negotiation does not need to be aggressive. Employees simply need to explain what they have contributed, make a clear request and give their employer a reason to say yes.”
Six salary-negotiation phrases that could be costing workers money
1. “I’m sorry to ask, but…”
Beginning a salary discussion with an apology can make a reasonable request sound like an inconvenience. Discussing pay is a normal part of career progression, particularly when an employee’s responsibilities have grown or they have delivered strong results.
Say this instead: “Thank you for making time to meet with me. I’d like to discuss how my role has developed and whether my salary still reflects my current responsibilities.”
2. “My expenses have gone up.”
While rising household costs may be the motivation behind requesting more pay, personal financial pressures are unlikely to be the deciding factor for employers. Employees should instead focus on the value they bring and will continue bringing to the organisation.
Say this instead: “Over the past year, I have taken on [RESPONSIBILITY], delivered [RESULT ] and helped the team achieve [OUTCOME]. I’d like to discuss adjusting my salary to reflect those contributions.”
3. “I was hoping for maybe a little more. ”
Words such as “hoping,” “maybe” and “a little” can make an employee sound uncertain about their own request. Workers should research salaries for comparable positions and arrive with a clear figure or range.
Say this instead: “Based on my experience, the responsibilities of the role and salaries for comparable positions, I’m targeting a salary between £88,000 and £92,000.”
“One of the biggest mistakes people make is giving a number and then talking themselves down,” says O ’Brien.“State your request clearly, explain the evidence behind it and stop talking. ”
4. “I ’ll accept whatever you think is fair. ”
This may sound flexible, but it gives the employer complete control over what “fair” means. Employers may also be more likely to improve an offer when a candidate or employee gives them a specific figure to respond to.
Say this instead: “I appreciate the offer. Based on my experience and the responsibilities we’ve discussed, I believe a salary of £85,000 would more accurately reflect the value I can bring. Is there flexibility to move closer to that figure?”
5. “I deserve a pay rise.”
An employee may genuinely deserve more money, but saying so does not provide the employer with much evidence to support the decision. Managers may need to justify a raise to human resources, financial teams or senior leadership. Clear examples of increased responsibility and measurable results will make that easier.
Say this instead: “Since my last salary review, my role has expanded to include [RESPONSIBILITY]. I have also delivered [RESULT] and achieved [OUTCOME]. I’d like to discuss an adjustment that reflects that progression. ”
6. “If the salary can’t change, there’s nothing else to discuss.”
Base salary is important, but it is not always the only part of a pay and benefits package that can be negotiated. When an employer cannot increase the salary, employees may be able to request:
- A joining or retention bonus
- Additional paid time off
- Remote or flexible working arrangements
- An improved job title
- Professional development funding
- Performance-related bonuses
- An earlier salary review
- Additional retirement contributions
- Equity or stock options
“A ‘no’ does not always mean the employer believes the employee is not worth more,” says O ’Brien. “The obstacle could be timing, budget or an established salary band. Employees should find out what the actual barrier is before ending the conversation.”
