Gross annual salary is the easiest number to compare and rarely the whole decision. Before accepting, make seven other conditions visible.
1. Annual leave
Check the contractual days rather than relying on a careers page. Clarify whether Christmas Eve and New Year’s Eve require leave and whether unused days can carry over.
2. Variable pay
Ask how the target is set, who decides achievement, whether payment is discretionary, and what happens when you join or leave mid-year. A target bonus is not the same as guaranteed compensation.
3. Occupational pension
Identify the employer contribution, vesting conditions, and whether salary conversion affects other calculations. Personal suitability belongs with an independent financial or tax adviser.
4. Working time and overtime
Read the weekly hours and overtime wording together. Ask how time is recorded, whether extra hours are paid or recovered, and how the team handles peak periods in practice.
5. Mobility and home working
A transport ticket, bicycle lease, company car, parking place, or mobility budget has different practical value depending on your commute. If remote work influenced your decision, seek clear written terms rather than relying on a manager’s current preference.
6. Development budget
Clarify the amount, approval route, eligible training, study time, and any repayment condition after expensive courses. A large headline budget may be less useful if approval is rare.
7. The first compensation review
Ask when your salary will first enter the normal review cycle. “After probation” is not a commitment unless the date, criteria, and decision process are understood.
Turn unresolved points into short questions for HR. Prioritise the two or three conditions that could genuinely alter your choice, then decide whether to clarify, counter, or accept.
Need to apply this to your own offer? Ask about a private consultation.