Negotiating Beyond Salary | 14 Employee Benefits to Consider

Negotiating Beyond Salary | 14 Employee Benefits to Consider was originally published on Idealist Careers.

It can seem that salary is to job value what location is to real estate—everything. While salary is, of course, an important factor when you’re considering a job offer, there are other perks to explore, as well.

Remember that compensation involves more than your base salary, and that money doesn’t always show itself right away. A better job title now, for example, could mean an easier time getting a higher-paying job down the road.

If you’re interested in taking a new job but not thrilled about the salary that comes with it, peruse this list of employee benefits that might help make up for it. Then check out our tips on how to make them part of your total compensation when negotiating a job offer.


  • Flextime (being able to come and go throughout the day, such as if you have child care duties)
  • A shorter work week (35 hours instead of 40, or leaving at 4:00 every Friday)
  • More vacation time (paid or unpaid)
  • Being able to take future vacation time earlier (for example, taking some of next year’s days this year)


  • Working from home, from another remote location, or on a hybrid arrangement
  • Working from a better location within the employer’s office (such as an office of your own, or a cubicle with a view)
  • Working in a coworking space several days a week


  • A newer computer or some sweet software
  • If it makes sense for you to get on your domestic partner’s health insurance plan, think about declining that benefit at your new job and asking for something else

Within the job

  • A better title
  • More, or different, responsibilities
  • Signing bonus
  • A subsidy or reimbursement for your phone bill, gym membership, transportation costs, child care, or school tuition
  • Picking up the tab for professional development—work-related conferences, workshops, classes, or membership in a professional association

Ready to negotiate?

Once you’ve identified which employee benefits may sweeten the pot, make a plan for negotiating the job offer:

Consider the timing

In most cases, the best time to negotiate is after you’ve been formally offered the job, but haven’t yet accepted. At this point, you’re in a good position to bargain because you know they want you. However, don’t get too cocky: you haven’t sealed the deal yet, and coming on too strong now could get your offer yanked.

Do your homework

Research the organization and get a feel for what they’re currently capable of. If the organization’s most recent annual reports show funding on the decline, you might want to ask for the title upgrade and not the new computer.

Pro Tip: Check out the organization’s Form 990 to get a sense of their financial stability and compensation practices.

Only negotiate for things you care about

It might seem obvious, but it can be easy to get caught up in the strategy game of negotiation and the goal of just getting something. To avoid these pitfalls, think about each of your asks individually and why you want it, prior to your meeting. Pick the top few that are most important to you and rank them in priority order, then negotiate for them from the top down.

Be reasonable

It’s usually a good opener to say that you’re excited about the prospect of this new job and have identified some things that would make it even more appealing. In some cases, such as asking for an equipment upgrade, you can make the case that the benefit will help you do your job better.

However you choose to frame your asks, strive to sound reasonable and satisfiable, while also emphasizing the skills you bring and problems you can help solve. The potential new hire who comes to the table with ultimatums and an infinite list of requests won’t stay in anyone’s good graces.

Anything could happen when you make your case: The employer could grant you everything you asked for, none of it, or say, “Let’s talk about this again in six months.” Whatever the exchange is like, chances are the ball will be back in your court once it’s over, so here comes the $100,000 (give or take) question: Do you feel good enough about the combined salary and employee benefits package to take the job?


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