Should you accept a counter offer?

Key questions to help you make the right choice

A job offer is a significant endorsement of your skills, experience and potential. It is an exciting moment, but it can also bring uncertainty, especially if your current employer responds with a counter offer. Promises of a pay rise, new responsibilities or better conditions can feel tempting, and it is normal to feel unsure about your next step.

This guide combines research, industry data and our experience to help you make a confident and well informed decision that supports your long term career goals.

What is a counter offer?

A counter-offer, when job searching, is a proposal made by your current employer after you have received a job offer from another organisation. It’s an attempt to persuade you to stay, rather than leave for a new position elsewhere. Counter-offers typically include incentives such as a higher salary, enhanced benefits, a promotion, or a change in role.

It comes after you’ve informed your employer about your job offer or resignation.

Understanding why employers make counter offers

A counter offer can feel reassuring. It is often driven by practical business considerations rather than a meaningful shift in how your employer values you. Replacing an employee can be costly and time consuming, and your departure may disrupt business continuity, client relationships and team stability. Many organisations react only once someone resigns instead of addressing concerns proactively.

Current research supports this picture. 40% of UK employers made counter offers in the past year, yet only 22% have a formal policy in place according to the CIPD in 2024. 51% reported an increase in the number of counter offers compared with the previous year, which suggests these responses are often short term fixes rather than strategic solutions.

Understanding the motivations behind a counter offer helps you weigh it more objectively.

The risks of accepting a counter offer

While a counter offer can feel reassuring, evidence shows it rarely solves the reasons people choose to leave. For professionals who value stability and clarity, understanding the risks is essential before deciding.

High likelihood of leaving anyway

Research shows counter offers often delay, rather than prevent, a move. Robert Half (2024) found that 34% of employees who accept leave within six months, rising to 74% within a year. Forbes HR Council reports that 80% of those who accept still leave within six months.

Underlying issues remain unresolved

Salary increases rarely fix concerns around progression, culture, workload, or management. The Work Institute (2023) highlights that counter offers respond to an immediate resignation, not long-term career goals.

Impact on trust and future opportunities

Accepting a counter offer can change how employers view you. Some may see you as a flight risk, which can affect promotions and project involvement. Employees often feel uneasy, sensing persuasion rather than genuine support.

We regularly see candidates accept a counter offer only to reconnect with us months later to see if we have any opportunities available. This reinforces that short-term financial incentives rarely address deeper career frustrations. With this in mind, taking time to reflect is crucial.

Essential questions about counter offers

Reflecting honestly on your situation can help bring clarity.

Consider the following questions and if your answers point toward long term growth and a more fulfilling path ahead, you may be ready to take your next step confidently.

What originally made me explore new opportunities?
Does the counter offer address my reasons for leaving?
How will I feel in six months or a year if I choose to stay?
Does staying align with my long term career goals?
Is the counter offer and any promises clearly confirmed in writing?
What opportunities might I miss by not joining the new employer?

Why PKF Francis Clark could be the right move

If you’re reading this and you have an offer to join PKF Francis Clark, then you’re considering far more than a competitive salary. You’ll be part of a supportive, collaborative environment that prioritises your long-term development.

We’re proud of our culture and commitment to people, backed by:

Independent feedback – positive Glassdoor reviews from our employees
Industry recognition – awards that reflect our reputation for excellence
Great Place to Work certification – demonstrating trust and collaboration at the heart of our firm
Employee engagement surveys – this is how we listen to and act on employee feedback

While a counter offer may provide short-term reassurance, PKF Francis Clark offers lasting career momentum and genuine support for your professional growth.

Resigning professionally and handling counter offers

Counter offers often come up during resignation, so preparation helps. Once your offer with PKF Francis Clark is confirmed, meet your manager privately, ideally in person. Explain your decision respectfully, thank them for your experience, and follow up in writing with your final working day. Document ongoing work to ensure a smooth handover and maintain positive relationships.

If a counter offer is made, acknowledge it politely but stay firm. A simple response like: “I appreciate the offer, but I believe this new role is the right step for me” keeps the tone positive and reinforces your long-term goals. Staying clear and consistent reduces emotional pressure and shows commitment to your future.