Knowing how to compare job offers properly is one of the most valuable skills in any job search, and one of the least talked about. After weeks (or months) of applications, it is tempting to grab the offer with the biggest salary and sign. But the headline number rarely tells the whole story.
This guide gives you a practical UK checklist to compare job offers side by side, a simple five-step process to make the call, and the questions worth asking before you say yes.
Why the Highest Salary Is Not Always the Best Offer
Two offers with the same salary can be worth very different amounts once you add up pension contributions, holiday, commuting costs and bonus. A role paying £2,000 more can easily end up worse if it means an extra two days a week in the office and a weaker pension.
Salary also says nothing about the things that shape your next five years: who you will learn from, how fast you can progress, and whether the team actually wants you to succeed. The aim is not to overthink it. It is to compare the same things across every offer, so you are making a like-for-like decision.
The Job Offer Comparison Checklist
Use these nine factors for every offer on the table.
1. Base salary
Start with the gross annual figure, then check how it is paid (monthly is standard in the UK) and when the first salary review happens. A lower starting salary with a guaranteed review at six months can overtake a higher flat offer.
2. Bonus and commission
Ask what the bonus has actually paid out over the last two or three years, not what it could pay. Check whether it is discretionary, tied to personal targets, or tied to company results you cannot control.
3. Pension contributions
This is where offers quietly differ. Under auto-enrolment, the legal minimum is 8% of qualifying earnings, with at least 3% coming from your employer (GOV.UK). Many employers pay more, and some match extra contributions. A 6% employer contribution versus the 3% minimum is a real difference in total pay.
4. Holiday entitlement
Most full-time UK workers on a five-day week are entitled to at least 28 days of paid leave a year, and employers can choose to include bank holidays in that (GOV.UK). So "25 days plus bank holidays" is noticeably more generous than "28 days including bank holidays". Always check which one you are being offered.
5. Working pattern and commute
Hybrid, remote or office-based? Work out what the commute actually costs you in time and money. For example, a £12 return fare three days a week for 46 working weeks is about £1,656 a year, before you count the hours.
6. Benefits
Private medical cover, life assurance, enhanced parental leave, a learning budget, cycle-to-work or salary sacrifice schemes. Only count the benefits you would really use.
7. Progression and learning
Ask how the last person in the role progressed, whether there is a clear path to the next level, and what training is funded. This matters most early in your career, when the skills you build are worth more than a small pay difference.
8. The team and the manager
You will spend more time with your manager than almost anyone else. Think back to the interviews: did they explain the role clearly, answer your questions properly, and treat you with respect throughout the process?
9. Notice period, probation and stability
Check the probation length, the notice period after probation, and anything in the contract that restricts you after you leave. It is also fair to ask how the team has changed over the past year.
Compare Your Offers Side by Side
Put every offer in one view. A simple table like this works:
| Factor | Offer A | Offer B |
|---|---|---|
| Base salary | ||
| Expected bonus | ||
| Employer pension % | ||
| Holiday (incl. or excl. bank holidays) | ||
| Office days per week | ||
| Annual commute cost | ||
| Key benefits | ||
| Progression path | ||
| Gut feeling (1 to 5) |
This is exactly why we built offer comparison into My Job Trackr: each offer sits next to the others with salary, benefits and location in one place, attached to the application history you have already tracked.
How to Compare Job Offers in 5 Steps
Step 1: Get every offer in writing
Ask for the written offer or contract for each role before you compare anything. Verbal offers often leave out pension, bonus terms and holiday details.
Step 2: Fill in the same checklist for each offer
Use the nine factors above and write down the actual number or answer for each. Where you do not know something, that is a question to ask, not a gap to guess.
Step 3: Work out the total value
Add base salary, realistic bonus and employer pension. Then subtract commute costs. This gives you a fairer number than salary alone.
Step 4: Rank what matters most to you right now
Pick your top three factors, for example progression, flexibility and total pay, and score each offer against them. Your priorities at 23 are different from your priorities at 38, and that is fine.
Step 5: Ask your remaining questions, then decide
Go back to each employer with your open questions and, if appropriate, a polite counter-offer. Then decide within the time you agreed, and let the other employers know promptly.
How to Handle the Timing
It is normal to ask for time to consider an offer. A few working days is a reasonable request, and most employers will agree. If you are waiting on another process, it is fine to tell them you have another offer and ask whether they can speed things up.
If you want to negotiate, anchor it to evidence: a competing offer, the market rate for the role, or the value you bring. Be specific about what you are asking for, whether that is salary, an extra office-free day or a higher pension contribution.
Keeping every application, interview and offer in a job tracker makes this far easier, because you can see which processes are live and when each deadline lands.
Frequently Asked Questions
How do you compare two job offers?
To compare two job offers, list the same factors for each one: base salary, realistic bonus, employer pension contribution, holiday, working pattern, commute cost, benefits and progression. Add up total pay (salary plus bonus plus employer pension, minus commute costs) so you are comparing like for like. Then score each offer against the three factors that matter most to you. My Job Trackr lets you view offers side by side so the comparison is in one place.
What is the minimum employer pension contribution in the UK?
The minimum employer pension contribution in the UK is 3% of qualifying earnings under auto-enrolment, as part of a total minimum of 8%. Qualifying earnings are currently those between £6,240 and £50,270 a year. Many employers pay more than the minimum, so it is worth comparing the employer percentage on every job offer.
Is it OK to ask for more time to decide on a job offer?
Yes, asking for more time to decide on a job offer is normal and most UK employers expect it. A request for a few working days is reasonable, especially if you are waiting to hear back from another process. Be clear about when you will give your answer, and stick to it.
Should I tell an employer I have another job offer?
Telling an employer you have another job offer is fine if you do it honestly and politely. It can speed up their decision or open a conversation about salary. Never invent a competing offer, and only use it as leverage if you would genuinely consider accepting the other role.
Choose the Offer, Not Just the Salary
Learning how to compare job offers comes down to comparing the same things for every role: total pay, pension, holiday, flexibility, progression and the people you will work with. Put the offers side by side, rank what matters most to you, and ask your open questions before you sign.
If you are juggling several applications and offers at once, start tracking for free with My Job Trackr and keep every offer in one place. Still getting to the offer stage? Our guide on how to track job applications effectively will help you get there.
