Receiving a new job offer can be an exciting moment in your career. You may have spent weeks preparing applications, attending interviews and comparing opportunities. Then, just as you tell your current employer that you are leaving, your manager offers you a pay rise, promotion or better working conditions to stay.
Suddenly, the decision becomes more complicated.
A counteroffer can be a genuine opportunity to improve your current position, but it can also delay a career move that you have been considering for good reasons. The right decision depends on more than salary. You need to consider your original reasons for leaving, the details of both opportunities and whether the promises being made are realistic.
This guide explains how Australian jobseekers can evaluate a counteroffer and make a decision with confidence.
A job counteroffer is an offer made by your current employer to encourage you to remain after you have received another opportunity or indicated that you intend to resign.
It may include a higher salary, promotion, flexible working arrangements, additional leave, new responsibilities or a clearer career development pathway. Some employers may offer several of these changes together.
For example, you may receive an offer from a new company for a senior position. Your current employer could respond by matching the salary and promising a promotion within six months.
The important question is not simply which employer is offering more money. It is whether either opportunity provides the career, working conditions and long-term direction you actually want.
Before comparing the offers, write down the reasons you started searching for another job. This helps you separate your original priorities from the emotion of receiving a counteroffer.
Common reasons include:
Now ask yourself: if your current employer increases your salary, will the original problem still exist?
If pay was your main concern and you otherwise enjoy your role, a competitive counteroffer may deserve serious consideration. If you are leaving because of ongoing management problems or a lack of career direction, a pay rise alone may not solve the issue.
Avoid making the decision solely because you feel guilty about leaving or because your manager has asked you to stay.
A higher salary can be attractive, but it is only one part of an employment decision. Compare both opportunities using the same criteria so you can see the practical differences.
| Factor | Current employer's counteroffer | New employer's offer |
|---|---|---|
| Base salary | Confirm the revised amount | Confirm the offered amount |
| Superannuation | Check whether it is additional or included | Check whether it is additional or included |
| Role and responsibilities | Are the changes clearly defined? | What will your daily work involve? |
| Career progression | Is there a realistic development plan? | What opportunities are available? |
| Flexibility | Are the arrangements confirmed? | What are the actual expectations? |
| Work environment | Will existing concerns improve? | What have you learned during interviews? |
| Commute and location | Consider time and travel costs | Consider time and travel costs |
| Job security and conditions | Review the updated terms | Review the employment agreement |
For example, a new role may offer a slightly lower salary but provide stronger training, a shorter commute and a clear pathway into management. Alternatively, your current employer may offer a meaningful promotion that makes staying the better option.
There is no universal answer. The best choice is the one that aligns with your priorities and circumstances.
Verbal promises can be encouraging, but they are difficult to evaluate when the details are unclear. Before accepting a counteroffer, ask your employer to confirm the proposed changes in writing.
The written offer should clarify the revised salary, effective date, job title, responsibilities, reporting arrangements and any agreed flexibility or development opportunities.
If a promotion is being offered, ask whether it has been approved and when it will take effect. If the employer promises a salary review, clarify the review date and how the outcome will be determined.
You can respond professionally by saying:
“Thank you for the offer and for taking the time to discuss my future with the company. I would appreciate receiving the proposed changes in writing so I can review the complete package before making a final decision.”
This is not about distrusting your employer. It is about ensuring both parties understand what has been agreed.
Some workplace concerns are easier to address than others. A salary adjustment, revised roster or change in responsibilities may be achievable relatively quickly. Problems involving management behaviour, workplace culture or limited organisational opportunities may require more substantial change.
Ask your employer what practical actions will be taken and who will be responsible for them.
For example, if you are leaving because you have not received development opportunities, a useful counteroffer might include a confirmed training budget, new responsibilities and scheduled career review meetings.
A vague promise that “things will improve” is less useful than a clear plan with agreed actions.
At the same time, do not assume every counteroffer is a temporary solution or that an employer offering one has bad intentions. Some employers genuinely want to retain valued employees and are prepared to make meaningful changes.
Once you have reviewed both opportunities, communicate your decision clearly and avoid unnecessary delays. The new employer may be planning your commencement, while your current employer needs to understand whether you intend to remain.
If you decide to stay: Thank your current employer, confirm the agreed changes and discuss how your role will move forward. Notify the prospective employer promptly and courteously that you will not be proceeding. Be aware that accepting a counteroffer after signing another employment agreement may create contractual issues, so obtain advice before assuming you can withdraw without consequences.
If you decide to leave: Thank your current employer for the counteroffer and reaffirm your decision respectfully. You do not need to criticise the organisation or justify every detail of your choice.
If you have already resigned, check the notice requirements that apply to your employment. In Australia, an award, enterprise agreement or employment contract may determine how much notice you need to give. The rules are not identical for every employee, and you should not assume that the notice periods an employer must give when dismissing someone automatically apply to your resignation.
Fair Work Ombudsman guidance recommends confirming your resignation and final employment date in writing. If you and your employer agree to change the notice period or you decide to remain after resigning, ensure the arrangement is clearly documented.
A counteroffer can feel like recognition of your value, especially if you have been hoping for better pay or responsibilities. However, it is important not to let the immediate excitement replace a careful assessment of your career goals.
Consider where you want to be in one or two years. Which opportunity is more likely to help you build the skills, experience and professional relationships you need? Which working environment is more suitable for your life outside work?
You should also consider the uncertainty of changing employers. A new role may offer exciting opportunities, but you may not know everything about the team or workplace until you begin. Your current employer offers familiarity, but staying may mean accepting some of the same limitations you previously wanted to leave behind.
Neither choice is automatically safer or better.
Before making your final decision, confirm that you can answer these questions:
If several answers are unclear, request the information you need before committing.
A job counteroffer is an opportunity to reconsider your options, not an obligation to stay. Some employees benefit from accepting improved conditions with their current employer, while others find that moving to a new organisation is the right step for their long-term development.
Take time to compare both offers, revisit your reasons for leaving and seek clarification on any uncertain terms. A well-considered decision will help you move forward professionally, whichever option you choose.
Looking for your next career opportunity? Explore jobs on SearchTalents and discover roles that match your skills, experience and career goals.
The following references support the blog’s practical guidance and Australian employment information. They are relevant to this specific topic rather than reused generic job-search sources.
(1) Hays explains what counteroffers are, why employers make them and how employees can evaluate whether the offer addresses their original reasons for leaving.
https://www.hays.com.au/career-advice/job-hunting/how-to-deal-with-a-counter-offer
(2) Fair Work Ombudsman provides current guidance on resignation, minimum notice requirements, written confirmation and the rules that may apply under awards, agreements and contracts.
https://www.fairwork.gov.au/ending-employment/notice-and-final-pay/resignation-and-notice
(3) Fair Work Ombudsman explains how employment continues during a resignation notice period and when the final employment date may be changed by mutual agreement.
https://library.fairwork.gov.au/viewer/?krn=k600628
(4) Fair Work Ombudsman’s ending employment fact sheet provides background on notice, employment termination and workplace protections that may be relevant when reviewing a career move.
(5) SearchTalents’ existing article on understanding Australian job offers provides useful internal-link context for comparing remuneration and employment conditions before accepting an opportunity.
https://searchtalents.co/insights
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