Negotiating Your Offer Letter

Image of clock with the words "Time To Negotiate" in place of numbers.

CONGRATULATIONS! You received a job offer, don’t stop there.  Employers structure offer letters in their favor, always review and consider negotiating your offer letter before signing and cementing the employment relationship. 

At the Maura Greene Law Group, we help clients like you review and negotiate for favorable and balanced offer letters.

Enhancing Your Job Offer

In the current economic environment, increasing ability for employees to work remotely and the high demand for labor, has increased the bargaining power of employees; negotiate your offer letter before you accept it.

What To Negotiate?

There is no “one size fits all” in negotiating your offer letter. Here are a few topics we help clients negotiate:

  1. Base Salary
  2. Bonus, Commission, Equity and other Incentive Based Compensation
  3. Professional Development and Childcare Reimbursement
  4. Benefits – vacation time, health insurance, phone allowance, car allowance, educational support and other benefits
  5. Onsite, Remote or Hybrid Work Schedule
  6. Reporting Structure, Schedule and Hours
  7. Title, Duties and Responsibilities
  8. Leaving For “Good Reason” and Severance
  9. Non-Compete, Non-Solicitation And Other Restrictive Covenants
  10. Ability to Engage in Side Work

Start Your Job On The Right Foot

Negotiating your offer letter is delicate and sensitive. You only get one opportunity to start a job and negotiate your offer letter. The terms of your offer letter can set the tone and trajectory of your career with your employer. 

Bottom Line: Take control of your career and negotiate a favorable job offer by working with an attorney to negotiate a strong job offer. The Maura Greene Law Group can help, contact us today at 617-936-1580 or email us at [email protected] 

See what Clients have to say about working with the Maura Greene Law Group.

The Not So Fine Print:

We see patterns in our practice, like the ones described above. However, every case has its own unique facts. Before you take any action, you should contact an employment lawyer and get advice on your own situation. We can’t provide legal advice here and this isn’t intended as legal advice. Keep in mind that it is best, if possible, to establish a relationship with an attorney before a workplace issue turns into a full-blown crisis. Employees who have received a verbal or written warning or performance improvement plan, should contact counsel now. Ditto for employees who are seeing their doctor for workplace related stress or anxiety.