How do I negotiate benefits?

15 Comments

1. Linnea SingerFebruary 21,2022 at 5:44PM UTC

   Thank you for asking this question. I'm wondering the same thing!

2. SamanthaFebruary 21,2022 at 6:35PM UTC

   So I don't know about other benefits. But I did negotiate for Better PTO. They were offering me 2 weeks, at my current job I had 17 days (don't know how they got to that number, but it was 3 weeks & 2 days) I basically just asked about what they were offering, then explained that I currently have 17 days and was wondering if they could match that - They went to 3 weeks (plus they give an employee appreciation day) I didn't mind because it was a lump sum vs needing to accrue it. Anyways, my suggestion in that sense is you could just lie and say, look I currently have xyz, is there anyway you could match that.

   I am curious to see what others say, because I'm not the greatest at negotiation.

3. Angie CallenFebruary 21,2022 at 6:52PM UTC

   As mentioned below, you can certainly negotiate the amount of PTO you receive. You likely cant' negotiate how it's allocated or accrued, but you can usually get a bigger bank. Sometimes a company is a hard-no on PTO negotiations because of the president it sets to others, but it's worth a shot!

   Additionally, a start date is also negotiable. You can try for greater coverage on the amount your health insurance premiums they'll cover.

   Other things to negotiate - tuition or training benefits/addition, stock options or equity, sign-on bonus, flex time, remote/flex, child care coverage, gym or wellness benefit, and parking are also all on the table!

4. AnonymousFebruary 21,2022 at 6:58PM UTC

   There are only some benefits you can negotiate like PTO, Bonuses, Holiday time but like Health, Dental, Vision they usually purchase a set package(s) type as a company and you have a few you can choose from.
   If you have an employer retirement plan you may be able to negotiate the percentage they contribute but usually that is set across the board.

   You will do it the same way by stating the value, skills, etc that you bring the job and why having extra PTO would benefit you and the company. You could use evidence that is brought up during the research done surrounding a 4 day work week in this case but focus it on getting more PTO. Such as it has shown to improve productivity when workers get the time to relax and unwind as needed and come back more focused. Also keep it reasonable, depending on what they offer. For example, if they offer 15 PTO days and you want 30 that may not happen but they may give you 5 more. Its good to aim a little high but also something that isn't going to turn they off.

   Start with...Thank you for offering me the position, I am looking forward to working with you all. After reviewing salary and benefits I am hoping to discuss an increase in PTO from # to #. As you learned in my interview, I have experience "insert experience and key skills" which will make me a good fit for your team.

5. AnonymousFebruary 21,2022 at 9:00PM UTC

   Not OP but Salary.com is good and breaks it down great, gets its information from HR and employer surveys. Occupational outlook handbook by the bureau of labor statistics you can go directly to their site or use O*Net as they pull at their information on salary and job outlook from the occupational outlook handbook. Both will breakdown by state and sometimes zip code if they have enough data.

6. Heather L.February 22,2022 at 6:24PM UTC

   I have to agree with previous posters that insurance benefits and 401K contributions aren't usually negotiable, but when I interviewed last year for a new position, I did negotiation my vacation/sick. The new company was generous with sick time, but not as good with vacation. When they offered me the job and I was already negotiating over wages, I also mentioned that I'd like to get comparable vacation time. You never know if you fail to ask. They already want you, so your leverage is better now than it will be right after you start the job. If you don't negotiate for it during the initial offer time, you can always bring it up at your 6-mo. or 1-yr review (given that you've met your goals and are performing well). You have some leverage at that point, also. Good luck!

7. AnonymousFebruary 22,2022 at 11:34PM UTC

   I'm not certain health benfits are negotiable. But pto can be.

8. MARI S PHONASA, CPSM & CPSDFebruary 23,2022 at 5:14PM UTC

   Health benefits is usually set at the corporate level already and you get what you get when you join the company. However, PTO is definitely something to negotiate. Another thing to consider is if there are any professional certifications the company is willing to pay for that may or may not be work/function related, I don't know, just making this up, such as tax preparer cert or CPA for a non-CPA role. Most companies will pay for work related certifications, but it is worth asking.

9. Meg McCormickFebruary 24,2022 at 1:50PM UTC

   Agree with the others. and here's more info on why your employer isn't simply being stubborn.

   Insurance plans like health, dental, vision, life and disability are offered based on contract rules that define waiting periods, who may be covered as a dependent, and payment levels for benefits. The premiums are set for a full year (except when there's a "short plan year"). Employers decide how much of the cost to share with employees, and most of them do so through a Section 125 "cafeteria" plan, which carries with it a host of legal compliance points. So, for example, you typically cannot negotiate to pay less via payroll deductions than other similarly situated employees pay for the same coverage, or stash more in your flex spending account.

   As for cash in lieu of accepting health benefits, that needs to be offered within a cafeteria plan in order to be compliant and there are rules to ensure equity and nondiscrimination in favor of more hlghly compensated employees. It is what it is. (if the employer understands the rules and operates accordingly.)

   As for 401k plans and profit shareing, these also are based on defined plan rules that cannot be excepted on a case by case basis, so employers cannot offer a higher match, or offer to match your pay sooner than stated in the plan document. Same goes on the way out - you can't negotiate for an early profit sharing payout if the plan is specific about eligibility requirements.

   Bottom line is, your employer's not being stubborn, they are being compliant with laws that govern how such benefits must be offered.

   Things that are potentially negotiable as other have said: Starting sick/vacation/PTO, additional paid leave the first year to cover time off for a previously-scheduled vacation, payment of cell phone, perhaps something like a gas card or other executive perks. Starting salary, signing bonus (amount and/or contingent repayment terms), annual bonus (first-year proration amount), next salary review (ask for one sooner than otherwise scheduled).

   Hope this helps - message me if you have specific questions.

10. AnonymousFebruary 24,2022 at 3:57PM UTC

    This nuance about cash in lieu of accepting health benefits is super interesting. Do you know of any resources where I could go to find out more? I declined health benefits at my current company, and now I'm wondering if I've left money on the table.

11. Joanna PoeFebruary 24,2022 at 4:23PM UTC

    I work in higher-ed now, and it was part of the onboarding process to get a stipend because I was already covered by my spouse's insurance. I just had to submit proof of coverage.

    If it's not something they already offer, it might be a tough sell, but you could say "since I'm saving you money by not being on your plan, can I get a monthly amount to offset the premium being paid for my insurance elsewhere?"

12. AnonymousFebruary 24,2022 at 5:26PM UTC

    It might be a tough sell since I've been at this company for almost 5 years! I'll consider giving this a go. Thank you for the advice!

13. Julie MilesFebruary 24,2022 at 8:36PM UTC

    I’ve been told that they’d rather have more people on the plan to increase their bargaining power.

14. Julie Chatman, MBA, CISMFebruary 24,2022 at 4:00PM UTC

    Stock vesting may be negotiable.

15. Joanna PoeFebruary 24,2022 at 4:25PM UTC

    I did this successfully at a couple of places. Basically, you're not an entry-level employee just because you're new THERE, so why should you start at the entry-level PTO with their company? Ask for the PTO you'd get after being there 5-10 years, depending on your level of experience.