How to negotiate your salary as a financial planning professional

Talking about pay can feel awkward,  many planners and paraplanners tell us the hardest part is starting the conversation. You can prepare, keep it professional, and get a better outcome without burning bridges.

This guide we've created shows you how to research the market, present evidence, handle pushback, and what to ask for if salary is fixed.

Prepare like a professional

Know your range

Market data: Use recent salary surveys and speak to specialist recruiters who place your role every week. Ask for bands by region and firm size.

Reality check job ads: Treat the top of an advertised range as a stretch. Many firms post a ceiling they rarely pay.

Map your value: List three to five outcomes you delivered. Link each to revenue protected or created, risk reduced, time saved, or client satisfaction improved.

Evidence pack to bring:

Client load, case complexity, and product mix.

Turnaround times, error rates, and rework reduction.

Exam passes and new competencies since your last review.

Projects that saved hours or unlocked capacity for advisers.

Pick the right timing

Annual review or after a clear win: Ask for the meeting when you have fresh results.

Give notice: A short agenda keeps it calm: role scope, recent results, development, and compensation.

Avoid pressure moments: Do not raise pay mid-crisis or five minutes before a deadline.

Open the conversation with credibility

Use a simple structure. Thank them, summarise your results, state market context, then make a clear ask.

Starter script

Thanks for the time, over the last six months I increased my paraplanning output from 12 to 18 reports a month while keeping file QA at pass. I also built a cashflow template that cut prep time by about two hours per case. Based on current market ranges for paraplanners with AF exams in the North West, a fair range looks like £X–£Y. I would like to move to £Y, or agree a path to reach it in the next review cycle.

Present evidence that lands

Revenue: I enabled four extra client meetings per week by reducing report prep time. That supported adviser billings of approximately £Z per month.

Risk and compliance: My pre-advice checklist reduced file queries and cut rework. That keeps us audit ready.

Client retention: I introduced a quarterly review pack that helped retain two at-risk clients.

Capability: I passed AF7 and now handle more complex transfers, which frees time for the technical lead.

Keep your numbers realistic, if you do not have exact figures, use credible ranges and the mechanism behind the result.

How to handle common objections

“Budgets are tight.”Acknowledge it, then move to how not if.

I understand. What would need to happen over the next quarter to justify £Y? If we agree three metrics now, I can focus on those and we can review on a set date.

“You are already paid fairly.”Bring market context and scope.

That makes sense. Based on the latest range for Adviser Support with AF qualifications in firms of our size, I am currently at the lower end. My role now includes cashflow modelling and complex cases. Can we realign to reflect that scope?

“We cannot do salary right now.”Shift to the full package.

If base cannot move, could we look at options that help me deliver more and progress faster?

If base pay won’t move, negotiate the package

Consider what increases your impact, development, or work-life balance.

Hybrid pattern and flexibility. Agree set office days or core hours.

Bonus clarity. Ask for a one-page schedule with criteria and timing.

Title alignment. A title that matches your scope helps future earning power.

Study support. Exams funded, paid study days, or time to complete AF modules.

Pension and protection. Check employer contribution, life cover, and waiting periods.

Annual leave. Small increases can matter more than you think.

Equipment or software. Tools that save hours each week.

Progression milestones. A written plan with dates, targets, and the salary attached.

Aim for two to three changes that you will actually use.

Keep it professional if the answer is no

You might hear a firm no, make sure to protect the relationship and leave the door open.

Thanks for being clear. I am still committed to delivering the plan we discussed. If we track the metrics we listed and the market moves, can we set a review date in three months?

Follow up with a short recap email. It records agreements and reduces misunderstandings.

Know your limits

There are times when a pay rise is not realistic. Budget cycles, firm performance, or policy may block movement. If you have asked well, presented evidence, and explored the package, you have done your part.

It is also fine to walk away from an external offer if the numbers or terms are not right. Reputation matters. So does fit.

Want a quick second opinion?

We speak with financial planning firms every day. If you want a discreet read on market salary ranges, titles, or benefits, send us your CV or call the team. We can help you shape your evidence and your ask, and we can brief you on what similar candidates are securing in your area.

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Ready to make the money conversation easier and more effective? Prepare your evidence, ask clearly, and negotiate the whole package, not just the base. Get in touch with our team if you would like any further support.