Salary Negotiation Statistics 2025 — 60 key Figures

Salary negotiation can be daunting as sometimes you feel that you are not in a position to negotiate your salary. However, many recruiters today have positive remarks about potential employees who do this. 

In this article, we will show you the latest figures in salary negotiation. Additionally, we will check the factors that may affect your chances of being hired for a job. Thus, affecting your salary and how you can negotiate it too. 

Once you are done reading this article, you will know the latest statistics on negotiating salary. Thus, allowing you to have in-depth knowledge of the number of people who use this. Additionally, it will enable you to position yourself better when negotiating your salary. 

Salary Negotiation Statistical Figures in 2025 That You Should Know

The following are the salary negotiation statistics for 2025:

1. 67% of Procurement Professionals Successfully Negotiated Their Salary

Salary negotiation is becoming more common as professionals feel confident discussing pay, and employers see it as a sign of strength rather than greed.

This trend indicates that procurement professionals are becoming increasingly aware of their market value and are willing to advocate for fair compensation.

2. 73% Of Employers Anticipate Salary Negotiation From Job Applicants

Most employers anticipate candidates will negotiate pay, yet over half of job seekers still accept the first offer despite salary being their top priority. Being prepared to negotiate can help candidates maximize their earning potential from the very start.

3. Some Employers Only Publish Ranges Between 25 and 75% Of What They Pay For A Given Position

Some companies publish pay ranges covering just 25–75 % of actual salaries, meaning listed ranges may not reflect the full earning potential for a role.

This highlights the importance of researching industry benchmarks and confidently negotiating based on true market rates.

4. Recruiters Report 75% Increase in Candidates Initiating Salary Negotiations

Recruiters report a sharp increase in candidates initiating salary talks, driven by strong job markets and better access to pay data.

Employers view this proactive approach positively, seeing it as a sign of confidence and professionalism

5. The Standard Annual Salary Increase for Employees Averages 3%

Employees typically receive a 3 % yearly raise, though increases vary by industry and age group, with younger workers often seeing higher jumps.

Knowing average raise expectations can help employees plan their long‑term career growth and financial goals.

6. Myth Busted: Women (60%) Negotiate Almost as Much as Men (68%)

While 68 % of men negotiate their salaries, 60 % of women do the same, debunking the myth that women rarely negotiate.

Despite this small gap, stereotypes persist, and women may still face different outcomes when negotiating, highlighting ongoing challenges in achieving pay equality.

7. Approximately 66% of U.S. Employees Who Tried to Negotiate Initial Salaries Report Success

Around two‑thirds of U.S. employees who negotiate their initial salaries get the pay they ask for.

Despite this high success rate, many people still avoid negotiations, often due to discomfort or a lack of confidence, which can result in missing out on higher earnings.

8. Negotiators Average an 18.83 % Pay Raise — 76 % Men vs 24 % Women

Employees who ask for more typically gain between 5 % and a full doubling of their salary, landing at an 18.8 % average raise.

Because substantially more men than women took part in bargaining, the overall pool of negotiators skews male, even though the rate of negotiation within each gender is similar (see statistic 6). This disparity underlines the need to close gender gaps in both opportunity and outcomes.

When direct raises aren’t feasible, candidates can still negotiate valuable extras such as enhanced health coverage, transport allowances, or extra paid leave.

9. Only 10 % of the Respondents Gained Less Than 10 % or None in Their Salary

Just 10 % of employees gain less than a 10 % raise or no increase at all when negotiating, often due to company budget limits.

Despite this, salary negotiation remains worthwhile, as most candidates achieve better pay outcomes.

10. Negotiation Raise Gap: Men + 19.7 %, Women + 15 %

While women negotiate nearly as often as men, their average raise is 15 % compared to men’s 19.7 %, revealing a persistent gender pay gap.

This highlights the need to address biases in negotiation outcomes and develop strategies to ensure fairer pay practices.

11. Young Professionals Step Up: 60 % of Under‑30s Negotiate Salaries, Just Behind 66 % of Over‑40s

Around 60 % of employees under 30 negotiate their salaries, close to the 66 % of those over 40, showing that younger professionals are increasingly confident in discussing their pay.

12. Europe Leads Salary Negotiation (70 %), Africa Trails (36 %)

Salary negotiation is most common in Europe, where 70% of people negotiate, compared to just 36% in Africa.

This difference reflects economic stability and cultural norms, as stronger job markets in developed regions empower employees to negotiate with confidence.

13. Poor Labour Market Conditions are the Biggest Reason People Skip Negotiating

Most prevalent in African countries but echoed in the Americas, Europe, and the Middle East, weak job security discourages pay talks. The trend shows how macroeconomic factors heavily influence individual bargaining behavior.

This trend is most evident in Africa but also affects employees in North America, Central America, Europe, and the Middle East, making many hesitant to ask for higher pay.

14.31.11 % Cite Company Policies as the Reason They Didn’t Negotiate

Among those who didn’t negotiate salaries, 31 % said company policies prevented them.

Many organizations set strict salary ranges to ensure consistency, while some, like government agencies, have fixed pay scales with no room for negotiation.

15. Confidence Remains a Challenge: 15 % Avoid Negotiations Due to Self‑Doubt

Confidence is a major barrier to salary negotiations, with 15 % of respondents holding back due to self‑doubt.

This issue affects younger employees most but is also common among older workers, especially those over 50 re‑entering the workforce.

16. Initial Offer Accepted by Only 8.7 % of Candidates

Just 8.7 % of respondents felt the initial salary offer was fair enough not to negotiate. This group includes both entry-level candidates lacking negotiation experience and senior professionals who received competitive offers upfront.

17. Only 5 % Didn’t Negotiate Because It Was Their First Job

Lack of awareness or leverage keeps many new graduates from asking for more. Younger generations are, however, becoming more confident in requesting fair pay.

18. 10 % Plan to Negotiate Salary in Their Next Job Opportunity

One in ten respondents plans to negotiate pay in their next role, driven by rising living costs and growing salary transparency.

For example, recent EU rules require large companies to disclose pay ranges, empowering workers in negotiations.

19. 45 % of U.S. Workers Negotiate Their Salary

About 45 % of American workers negotiate salary, while 55 % do not; younger generations, such as Gen Z and millennials, are more active in negotiations.

20. 78 % of New Hires Got a Better Offer After Negotiation

Seventy‑eight percent of new employees who negotiated received a better offer, confirming the effectiveness of negotiation in boosting initial salary.

21. 55 % of Gen Z vs 48 % of Millennials Negotiate

Gen Z (55%) is more negotiated compared to millennials (48%), while Gen X and Baby Boomers stand at 42%.

22. 54 % of Professionals With Low Job Satisfaction Ask for Raises

54% of workers with low satisfaction at work seek a raise, while it makes 41% satisfied.

Bad work experience often motivates performance in negotiations.

23. 70 % of Hiring Managers Anticipate Pay Negotiations

Seven in ten hiring managers assume candidates will try to negotiate salary or overall compensation, and 85 % of those who do negotiate succeed in improving the offer, showing that bargaining has become a routine step in the hiring process.

24. 31% of New Hires Negotiated Their Last Offer

31% of recent employees negotiate salary, which is a decline from 49% of the previous year.

Fatigue from the process and fear of loss of supply reduce negotiating activity.

25. 85% of Americans Who Negotiated Received Some Request

85% of Americans who negotiate receive at least part of the required salary.

Negotiation almost always brings a certain benefit, even if it is not full of substance.

26. Only 42 % of professionals aged 18–34 negotiate their job offers.

Early-career talent is no longer shy about asking for more, matching the “negotiation-is-expected” culture recruiters report.

Gen Z and younger millennials increasingly research the market, pay online, and arrive armed with data to justify higher compensation. Employers who stick to a fixed offer risk losing top prospects.

27. 53 % of Employers Will Negotiate Entry-Level Salaries

More than half of hiring managers say yes to haggling even for first-rung roles; candidates leave money on the table if they assume “take it or leave it.”

Concessions usually appear as a higher starting salary or an accelerated six-month review for the first raise. Clear performance benchmarks help both sides reach an agreement faster.

28. Only 23 % of U.S. HR Teams Still Share Full Pay Ranges

Pay-transparency momentum has stalled stateside, making it harder for applicants to benchmark offers.

This information gap pushes candidates toward external market data and anonymous sites like Glassdoor, while new regulations in states such as Colorado and New York are slowly forcing greater disclosure.

29. 59 % of European HR Teams Remain Transparent

European employers are more than twice as likely as U.S. peers to keep salary ranges public.

Greater transparency boosts trust and shortens time-to-hire because applicants immediately know the financial frame. It also narrows gender and ethnicity pay gaps, an ESG metric that is gaining weight with investors.

30. 41 % of Candidates Abandon Ads That Hide Pay

Four in ten professionals simply stop applying if the posting skips a salary range, an instant talent pool loss.

Pay-transparency laws have trained applicants to expect at least a broadband; skipping it signals a “black-box” culture and increases drop-off rates at the very top of the funnel.