Negotiating your pay and benefits in Europe – what you can ask for

Yes, you can talk about pay – but first find out what is fixed and what is open. In many countries minimum pay for a sector is set in a collective agreement, so there is a floor. Above it, how much room there is depends on the job, the country and the employer. Prepare a realistic figure and ask about the whole package, not just the monthly salary.

The general rule: know the floor and the package

Check the minimum. Many countries have a statutory minimum wage; others leave minimum pay to collective agreements for each sector – for example Austria, Italy, Denmark and Finland. Ask which agreement applies to the job.
Count the number of salaries. In Austria jobs covered by a collective agreement usually pay 14 salaries a year (12 plus a holiday and a Christmas bonus), so divide a yearly offer by 14, not 12. In Portugal you get 14 payments a year; in Spain at least two extra payments; in Italy one or two additional monthly payments, depending on the collective agreement.
Look at the extras. In Croatia some employers pay a transport allowance or a non-taxable hot meal allowance (up to €1,800 a year). In Malta every employee is entitled to the statutory bonus and weekly allowance.

New EU rules on pay transparency

The Pay Transparency Directive (2023/970) gives job applicants the right to information about the initial pay or its range for the position – for example in the job ad or before the interview – and says employers shall not ask about your pay history. EU countries had to bring it into national law by 7 June 2026, so the exact rules and dates depend on the country. If the ad shows no pay range, it is fair to ask for it.

What differs between countries

In Sweden individual pay negotiation is common: new employees usually negotiate their starting salary, and pay is normally reviewed once a year.
In Lithuania you should think about your salary expectations before the interview.
In Iceland salaries and terms may never be lower than in the collective agreements.

Practical tips

Research first: check minimum pay, the collective agreement and salaries for similar jobs. Always ask if a figure is gross or net, monthly or yearly.
Give a range based on facts, not on what you earned at home.
Negotiate more than money: training, remote work, start date, holidays or help with relocation.
Get it in writing. Pay should be in your contract or written information – check it before you sign.

EURES lists salary expectations among good topics for your own questions at the interview.