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Why this matters before you sign anything
Most first journalism jobs are offered with an expectation that the candidate will accept the terms as presented. Many do — and some later discover that colleagues at the same employer negotiated better salaries, that their contract contains restrictive clauses they did not notice, or that their holiday entitlement was misrepresented. The time to address these issues is before you sign, not after.
UK employment law provides a framework of minimum rights — statutory holiday entitlement, National Living Wage, pension auto-enrolment, protection from discrimination — that apply regardless of what your contract says. Understanding these rights means you can identify when an employer is offering less than the legal minimum, and you can push back without feeling you are asking for a favour.
The NUJ provides contract guidance and rate benchmarks for members at all career stages. Joining the NUJ before you accept your first job — even as a student or trainee member — gives you access to resources that can make a material difference to the terms you accept.
Negotiating your first journalism salary
1. Research before the conversation
Know the NUJ minimum rate for your role type. Check Indeed UK and Glassdoor for comparable roles. Look at the employer's recent job adverts to see if they have published salary ranges for similar positions. Enter the negotiation with a specific figure in mind, not a vague sense that you want more.
2. Make the case for a higher offer
Salary negotiation in journalism is most effective when it is evidence-based: you have relevant experience (portfolio, work experience, relevant specialism), you have researched the market rate, and you can articulate why those factors justify a higher offer. Avoid negotiating on the basis of personal need — negotiate on the basis of your value to the employer.
3. Know your walk-away point
Before negotiating, decide on the minimum you would accept. If the employer cannot match it, you need to be prepared to decline — or accept with clear eyes. A salary that makes it impossible to cover your costs in the role's location is not a sustainable starting point, however much you want the job.
4. Negotiate the whole package
If salary is genuinely fixed, ask about other terms: additional holiday days, a structured pay review date, a training budget, flexible or hybrid working, or a clear progression path. These have real value and may be negotiable even when base salary is not.
Contract review: key clauses to check
| Clause | What to check |
|---|---|
| Job title and role | Is the title specific? Does the role description match the job you were interviewed for? |
| Salary and pay review | Is the salary stated clearly? Is there a contracted pay review — or only a discretionary one? |
| Hours and unsocial hours | What are your contracted hours? Are weekend or evening shifts built in? Is there overtime pay or TOIL? |
| Holiday entitlement | Is it 28 days minimum? Does it include bank holidays or are they in addition? What is the year-end rollover policy? |
| Probation period | How long is it? What is the dismissal process during probation? Is there a pay review at the end? |
| Notice period | What is the notice period on both sides? Is it longer during probation? |
| Intellectual property | Do you assign copyright in all work to the employer? Does this include work outside your employment? |
| Non-compete clauses | Are there restrictions on working for competitors? How long do they run after leaving? Are they reasonable in scope? |
Your employment rights: checklist before you start
- I have confirmed my salary is above the National Living Wage (£12.21/hour from April 2026 for workers aged 21+).
- My contract states at least 28 days paid annual leave per year and clarifies whether bank holidays are included.
- I will be auto-enrolled in a workplace pension — I understand the employer's contribution rate.
- I have read and understood the probation period terms, including dismissal procedures during probation.
- I have checked for non-compete and intellectual property clauses and understand their implications.
- I know the notice period on both sides and whether it differs during probation.
- I have noted whether my employer is a signatory to any NUJ collective agreement.
- I have joined the NUJ or intend to join — membership provides contract advice, legal support, and rate guidance.
Know your worth before you negotiate
Our journalism salaries guide gives you realistic 2026 figures by role and region to anchor your negotiation.
Common first-job contract mistakes
- Signing without reading — employment contracts are legally binding documents; not understanding yours is a risk.
- Accepting “discretionary” pay reviews as equivalent to contracted ones — discretionary means the employer can skip them without consequence.
- Not checking whether holiday entitlement includes bank holidays — this can be a difference of 8 days per year.
- Ignoring intellectual property clauses — broad IP assignment can mean you cannot use your work in a portfolio without permission.
- Not joining the NUJ before your first contract review — the NUJ's contract guidance is most useful before you sign, not after.
- Assuming a probation period is informal — some employers use probation terms that differ materially from standard employment conditions.