When a new job offer is on the table, money can suddenly change the conversation. But is a higher salary always enough to make staying, or moving, the right decision?

You’ve been thinking about making a career move for a while. Maybe you’re looking for better progression, a more supportive team, greater flexibility or simply something different.

You explore the market, attend interviews and eventually receive an offer from a firm you’re genuinely excited about. The salary is what you were hoping for, the opportunity ticks the right boxes and everything seems to be falling into place.

Then comes the counteroffer.

Your current employer doesn’t want to lose you. Suddenly, there’s more money on the table, perhaps a new title, additional flexibility or the promise of opportunities that hadn’t previously been discussed.

What seemed like a straightforward career decision has become a little more complicated.

It’s a situation we’re seeing increasingly in legal recruitment, and it’s not the only time salary expectations can shift during the recruitment process.

So, when money enters the conversation at the eleventh hour, how do you know you’re making the right decision?

Why are counteroffers becoming so common?

Good people are difficult to replace, particularly in specialised areas of law where experience, technical knowledge and established client relationships are highly valued.

For law firms, losing an experienced lawyer or legal support professional can mean much more than simply having another vacancy to fill. There’s the disruption to existing teams, the time involved in recruiting and training someone new, and the loss of valuable knowledge and relationships.

It’s understandable, then, that firms will sometimes go to considerable lengths to retain someone they value.

And this isn’t just something we’re noticing in our own recruitment conversations.

Research released by Robert Half in June 2026 found that 85% of surveyed Australian employers had extended a counteroffer to an employee who received an external job offer within the preceding 12 months.

Interestingly, 32% reported that an employee had accepted a counteroffer but subsequently left within 12 months.

While this research spans several professional industries rather than legal recruitment specifically, it raises an important question: if a counteroffer is enough to convince someone to stay, why are some still choosing to leave?

A pay rise doesn’t always solve the problem

There’s no denying that salary matters. With the cost of living continuing to influence financial decisions, it’s perfectly reasonable for legal professionals to want to be paid competitively for their experience and contribution.

But in our experience, salary is rarely the only consideration when someone starts exploring the job market.

We speak with candidates who are looking for clearer progression, a healthier work-life balance, better leadership, more interesting work or an environment where they feel genuinely supported.

Sometimes, it’s a combination of several smaller frustrations that have gradually built up over time.

When a counteroffer arrives, particularly one involving a significant salary increase, it can be tempting to put those concerns aside.

And sometimes that’s absolutely the right decision. If remuneration was the primary reason for considering a move, and an employer is willing to address it, staying could make perfect sense.

But if the original concerns were about culture, workload, career development or feeling undervalued, it’s worth considering whether those things will genuinely change.

A higher salary might make staying more attractive, but it won’t necessarily make the job itself any different.

When the goalposts move

Counteroffers aren’t the only thing we’re seeing influence salary discussions.

Another situation we’re encountering is candidates reconsidering their salary expectations towards the end of the recruitment process.

A candidate might initially indicate that they’d be happy to move for a particular salary. Interviews progress, both parties are enthusiastic, and an offer is eventually presented that meets those expectations.

But when the offer arrives, the candidate decides they would actually need more to make the move worthwhile.

There can be perfectly reasonable explanations for this. Perhaps they’ve received another offer, their current employer has indicated they’re prepared to increase their salary, or they’ve simply had more time to consider what leaving their existing role would mean.

And of course, candidates should feel comfortable negotiating their remuneration. Understanding your market value and advocating for yourself are important parts of managing your career.

However, there’s also value in being clear about expectations from the outset.

Recruitment involves considerable time and investment from everyone involved. When salary expectations change significantly at the final stage, particularly without a change in the role or circumstances, it can create challenges for both the prospective employer and the candidate.

Our advice? Have an open conversation about salary early, be realistic about what would genuinely motivate you to move, and communicate if your circumstances change.

A good recruitment process should allow room for honest conversations, even when those conversations are a little uncomfortable.

Remember why you started looking

Whether you’re considering a counteroffer or weighing up a new opportunity, one of the most useful things you can do is revisit the reasons you started looking in the first place.

Think back to how you were feeling before the interviews, salary discussions and offers began.

What was missing from your current role? What were you hoping a new opportunity would provide? And importantly, have those things actually changed?

It’s also worth looking beyond the immediate financial difference.

An opportunity offering slightly less money might provide better mentoring, a clearer pathway to promotion, more flexibility or exposure to work that will benefit your career over the next five years.

Equally, a counteroffer might come with genuine changes to your responsibilities, remuneration or working arrangements that make staying the better option.

There’s no universal right answer.

The important thing is to make a decision based on the full opportunity, rather than allowing the latest salary figure to outweigh everything else.

What can law firms take from this?

There’s another side to the counteroffer conversation that’s worth considering.

If a valued employee needs to resign before they’re offered a meaningful salary increase, promotion or additional flexibility, it’s worth asking whether those conversations could have happened sooner.

Of course, not every resignation can be prevented, and not every counteroffer is reactive. Circumstances change, budgets evolve and sometimes an employee’s ambitions simply outgrow what’s available within their current firm.

But regular conversations about remuneration, professional development, workload and career goals can go a long way towards understanding what matters to employees before they begin exploring opportunities elsewhere.

For firms looking to attract new talent, transparency is equally important.

Clear salary parameters, realistic expectations and an efficient recruitment process help candidates make informed decisions and reduce the likelihood of surprises when an offer is presented.

Ultimately, successful recruitment and retention come down to understanding what people value, rather than assuming salary will always be the deciding factor.

The right decision isn’t always the highest offer

As we approach the end of another year, many legal professionals will naturally be reflecting on their careers and considering what they want from 2027.

For some, that will mean exploring new opportunities. For others, it might mean having an honest conversation with their current employer about what comes next.

And for those who find themselves weighing up a counteroffer or negotiating a new role, our advice is simple: take the time to consider the bigger picture.

Salary is important, and there’s nothing wrong with wanting to maximise your earning potential. But career satisfaction, professional development, flexibility and the people you work alongside all have value too.

The best offer isn’t necessarily the one with the biggest number attached. It’s the one that makes the most sense for you, both now and in the years ahead.

At Amicus Legal Recruitment, we work closely with legal professionals and law firms across Australia, helping both sides navigate these conversations with transparency and an understanding of the market.

Whether you’re considering your next career move or looking to attract and retain great people within your team, we’re always happy to have a confidential conversation.