Should you always negotiate a job offer?

In most cases, yes. Employers usually expect a counter-offer, and a polite, evidence-based request rarely leads to an offer being withdrawn.

Who should name a salary figure first?

If you have done your research, naming a well-justified figure first can anchor the conversation in your favour. If you lack information, ask for the budgeted range before committing.

How much of a raise should I ask for?

That depends on your market rate, your results and your sector. A request you can back with market data and concrete achievements is stronger than any fixed percentage.

Do I have to tell an employer my current salary?

No, you are not obliged to share it. The EU Pay Transparency Directive bans employers from asking about pay history, but Denmark only implements it from 1 March 2027, so in practice you can still be asked. Focus on your expectations for the new role.

Is salary in Denmark quoted with or without pension?

Both are common, so always say which you mean. Many people quote monthly gross salary excluding pension and then ask about the employer's pension contribution.

Salary Negotiation: How to Ask for What You're Worth

Updated October 14, 2026

The most effective salary negotiation comes down to three things: know your market rate before you talk, name a specific figure with a clear reason, and negotiate the whole package rather than base pay alone. That applies whether you are weighing a job offer or asking for a raise.

Many people accept the first offer because negotiating feels awkward. Yet most employers expect a counter-offer, and a calm, well-prepared request rarely damages the relationship. This guide walks you through the process step by step, with scripts you can adapt, plus notes for anyone negotiating a job in Denmark.

How do I find out what salary to ask for?

A strong salary request starts with evidence, not a gut feeling. You need a realistic range for your role, seniority, sector and location, drawn from more than one source.

Salary surveys from professional bodies and unions: Many publish pay data by role and experience level. These are often the most reliable figures because they come from real members.
Job adverts with published ranges: Collect ten or so comparable adverts and note the ranges. More employers now publish pay, especially in the EU.
Recruiters: Specialist recruiters know what offers are actually being accepted. Ask them directly what the going rate is.
Salary websites: Useful as a rough cross-check, but self-reported data can be patchy, so do not rely on one site alone.
Your network: Former colleagues will often share a range, particularly if you are open about your own pay.

Once you have a range, decide on three numbers: your ideal figure, a realistic target, and your walk-away point. Knowing your walk-away point in advance stops you from agreeing to something you will regret.

For background on pay by occupation group, the report the Danish job market in numbers collects median hourly pay for ten occupation groups.

How should I answer "What are your salary expectations?"

This question can come up in the first interview, a screening call or even an application form. Give a specific figure or a narrow range, a brief justification, and signal openness on the overall package. Dodging entirely can come across as unprepared, and saying "whatever you think is fair" hands control to the employer.

Settle on your realistic target from your research.
Add a sensible margin so you can concede a little and still land happily.
State the figure clearly, including whether it is annual or monthly and whether pension is included.
Justify it briefly with your experience, results or the scope of the role.
Close by showing you are open to discussing the full package.

Example: answer from a data analyst with five years' experience

"Based on the scope of this role and my experience building reporting for a retail group of similar size, I'm looking for a base salary of around [your figure] a year."

"That's in line with what I'm seeing for comparable analyst roles in this city."

"I'm open to discussing the overall package, including pension, bonus and training budget."

If you are asked very early and genuinely need more information, you can say: "I'd like to understand the responsibilities better first. Could you share the budgeted range for the role?" Avoid giving a very wide range; the employer will anchor on the bottom figure, so make sure the bottom of your range is a number you would be happy with.

How do you negotiate a job offer?

Your leverage is strongest after an offer is made: the employer has chosen you and wants to close the process. Prepare for this moment as carefully as you prepared for the interview.

Thank them and express genuine enthusiasm before you negotiate.
Ask for the full offer in writing: salary, pension, bonus, hours, notice period, holiday and benefits.
Pick the two or three points that matter most. Negotiating everything at once dilutes your case.
Make a specific counter-offer and link it to the responsibilities discussed in the interview.
If base salary is fixed, ask about alternatives: signing bonus, higher pension, extra holiday, or a guaranteed salary review after probation.
Get the final agreement in writing before you resign from your current job.

Example: counter-offer email

Dear Maria,

Thank you for the offer for the Operations Lead role at Nordlys Retail. I'm excited about the team and the plans for the new warehouse.

Given that the role includes budget responsibility and managing six people, I'd like to ask whether you could raise the base salary to [your figure].

If there is limited flexibility on base pay, I'd also be glad to discuss a salary review after the probation period.

I look forward to hearing from you.

Best regards, Daniel

Your current salary is a starting point, not a ceiling. Changing jobs is usually the best moment for a meaningful step up, and you are not obliged to reveal what you earn now. Under the EU Pay Transparency Directive (Directive (EU) 2023/970), applicants are entitled to information about the starting pay or pay range, and employers may not ask about your pay history. Member states had to implement it by 7 June 2026, but Denmark is behind: the government tabled the implementing bill on 8 October 2026, with the rules expected in force on 1 March 2027. Until then that right does not exist in Danish law, so ask about the pay range yourself - and check the current national rules where you are applying.

What else can you negotiate besides salary?

When base pay is capped by a pay scale, collective agreement or tight budget, the rest of the package often has more room.

Higher employer pension contributions
Signing bonus or performance bonus with clear targets
Extra holiday days
Training, certification or conference budget
Flexible hours and fixed remote-working days
Health insurance, phone and home internet
Relocation support if you are moving countries
A written commitment to a salary review after three or six months
Job title, which can shape your next salary negotiation

Negotiating salary in Denmark: what internationals should know

If you are applying for jobs in Denmark, a few local norms change how you should talk about pay. They are worth knowing before your first interview, alongside the Danish CV conventions.

Monthly gross salary is the norm. Danes almost always discuss pay as a monthly figure before tax, not an annual one. Quoting an annual number can cause confusion.
Say whether pension is included. Employer pension contributions are standard, and it is common to state salary either including or excluding pension. Always say which one you mean, and ask what percentage the employer contributes.
There is no statutory minimum wage. Pay is set by collective agreements or individual contracts. In the public sector and many unionised workplaces, base pay is fixed and negotiation happens through supplements and pay grades.
Unions publish salary statistics. Danish trade unions such as Djøf, IDA and HK collect pay data from members, usually available to members only. Joining one is a practical way to find a realistic figure and get your contract checked.
Negotiation is expected but low-key. A direct, factual request backed by evidence fits Danish workplace culture better than hard bargaining or ultimatums.

Also remember that Danish income tax is high by international standards, so translate any offer into take-home pay before you compare it with an offer at home.

How to ask for a raise at your annual review

Many workplaces have a yearly pay review, often linked to performance appraisals or budget planning. Go in with evidence, not hope.

Keep a running record of your results through the year so you are not relying on memory.
List new responsibilities you have taken on since your last pay review.
Benchmark your pay against current market data for your role and experience.
Ask for a specific amount, not just "a raise".
Send your manager a short written summary before the meeting so they can take it to their own budget holder.
If the answer is no, agree what you need to achieve and when you will revisit it.

Example: talking points for a pay review

"This year I took over supplier management for the Nordic region and trained two new team members."

"The process I introduced in spring cut order errors noticeably and saved the team several hours a week."

"Market data for my role and experience suggests my salary is below the typical level."

"On that basis, I'd like to discuss an increase to [your figure]."

Base your case on the value you bring, not on personal expenses. Rising living costs are real, but they are not an argument your manager can take to their own boss.

Common salary negotiation mistakes to avoid

Naming a number without research. You cannot raise it later once it is said.
Accepting on the spot. Asking for a day to consider an offer is completely normal.
Ignoring pension and benefits. Two offers with the same base pay can differ a lot in total value.
Bluffing with ultimatums. You can only threaten to walk away once.
Comparing yourself with named colleagues. Stick to market data and your own results.
Relying on verbal promises. Get agreed reviews and bonuses written into the contract.

Salary negotiation is the final step of a process that starts with a strong application. A CV that shows concrete results also gives you better arguments once pay is on the table. CVm8 can tailor your CV to each job advert so you reach that stage, and our guide to common interview questions helps you prepare for what comes before the offer.

Frequently asked questions

Should you always negotiate a job offer?: In most cases, yes. Employers usually expect a counter-offer, and a polite, evidence-based request rarely leads to an offer being withdrawn.
Who should name a salary figure first?: If you have done your research, naming a well-justified figure first can anchor the conversation in your favour. If you lack information, ask for the budgeted range before committing.
How much of a raise should I ask for?: That depends on your market rate, your results and your sector. A request you can back with market data and concrete achievements is stronger than any fixed percentage.
Do I have to tell an employer my current salary?: No, you are not obliged to share it. The EU Pay Transparency Directive bans employers from asking about pay history, but Denmark only implements it from 1 March 2027, so in practice you can still be asked. Focus on your expectations for the new role.
Is salary in Denmark quoted with or without pension?: Both are common, so always say which you mean. Many people quote monthly gross salary excluding pension and then ask about the employer's pension contribution.