Comparing Job Offers: Pay, Hours, Training and Travel Costs

A job offer is easier to compare when you turn it into a description of an ordinary working week. The headline salary matters, but so do guaranteed hours, the journey, the tasks you will do and the support available while you learn. A higher number can still leave an important question unanswered.

This guide provides a practical comparison method for UK jobseekers. The contract guidance linked below concerns Great Britain; Northern Ireland has its own employment advice arrangements. The examples are fictional planning exercises, not estimates of anyone’s tax or a recommendation to accept a particular job.

Write down what you actually know

Start with the offer letter, job description and any written answers from the recruiter. Give each detail one of three labels: confirmed, conditional or unknown. A promised review after probation is different from a confirmed pay increase. An advertised salary range is different from the amount offered to you.

Record the response deadline and who can answer questions. If you need more time, ask for a specific extension and explain that you are checking practical arrangements. Do not assume that silence reserves the job. Keep a dated copy of the offer so that later changes are easy to identify.

Return to the original job advert and its essential requirements. Has the location, reporting line or shift pattern changed during recruitment? A difference is a reason to clarify the offer before deciding, even when both versions sound attractive.

Compare pay on the same basis

Place guaranteed basic pay in its own row. Put commission, overtime and bonuses in separate rows, together with the conditions attached. Build your essential household budget around money you can reasonably rely on, rather than the best outcome shown in a recruitment example.

MoneyHelper explains gross and net pay: gross pay is before deductions, while net pay is the amount left afterwards. Tax, National Insurance, pension contributions and other applicable deductions mean that a gross salary difference is not the same as extra spending money. Use current calculations with your own circumstances when estimating take-home pay.

For hourly work, ask how many hours are guaranteed and whether breaks are paid. For annual salaries, confirm the hours the amount covers. If a figure is described as full-time equivalent, ask for the actual salary for your contracted hours. Do not compare a full-time equivalent figure directly with another offer’s part-time pay.

Price the journey and the working pattern

Check the actual route at the times you would travel. An inexpensive daytime bus may not run after a late shift. Consider fares, fuel, parking and any extra childcare or caring arrangements. Keep one-off costs, such as relocation or equipment, separate from recurring monthly costs.

In a fictional example, Offer A pays £1,500 more gross per year than Offer B. Travelling to A costs £8 more per working day. At an assumed 220 commuting days, the additional travel is £1,760 for the year. That difference alone exceeds the gross salary gap, before considering deductions or other costs. The example illustrates a comparison method; replace every assumption with your own figures.

Time also matters without needing an invented monetary value. Compare door-to-door journey time, the reliability of connections and the effect of changing shifts. If hybrid working is important, ask which days are required on site and whether the arrangement is contractual or a policy that could change.

Look closely at training and daily support

Ask what your first month would involve. Who shows you the systems? How often can you ask questions? What would a satisfactory first three months look like? These questions can reveal more than a general claim about excellent career progression.

Separate learning opportunities from promises of promotion. A named course, supervised task or review meeting is something concrete to discuss. A possible future vacancy remains uncertain. Ask about any training repayment terms before accepting; obtain advice if the wording could create a significant cost for you.

Your priorities may also depend on your stage of working life. Use skills, interests and entry requirements to identify the experience you want to build. If you are planning a career change, a supportive role with relevant practice may deserve more weight than an impressive title with unrelated duties.

Use priorities without disguising uncertainty

Choose three to five factors that matter most to you before scoring the offers. Examples include dependable income, workable hours, meaningful training, manageable travel and the work itself. Mark any non-negotiable requirement clearly. An offer that cannot meet an essential caring arrangement should not win simply because it scores well elsewhere.

A simple one-to-five score can organise your thinking, but it is not an objective verdict. Add a short reason and an evidence label beside each number. If a score depends on an unanswered question, leave it provisional. Revisit the decision after the recruiter supplies the missing detail.

Respond carefully once you have decided

Acas explains conditional and unconditional offers. An offer may depend on references or other checks, and accepting clear terms can have contractual consequences, including when acceptance is verbal. Read the conditions and seek advice about any uncertainty before making commitments such as resigning or relocating.

When responding, identify the role, agreed start date and any outstanding questions. Keep the correspondence. If you decline, a brief professional message is enough; you do not need to disclose another employer’s confidential offer or invent a reason. A clear decision record also helps you recognise what to check when your first payslip and working schedule arrive.

Common questions

Should I always choose the higher salary?

No single factor suits everyone. Compare guaranteed pay, actual costs, workable hours and the experience you will gain. Make sure the lower-paid option is financially sustainable before giving other benefits more weight.

Can I ask for the offer in writing?

Yes. Ask for the proposed terms and conditions to be confirmed, including any checks still outstanding. Written detail makes comparison easier and reduces misunderstandings about what was discussed.

How should I compare a bonus?

Keep it separate from basic pay. Ask how it is calculated, whether it is guaranteed or discretionary, when it is paid and what happens if you leave. Avoid relying on an uncertain payment for essential bills.

What if one role has fewer hours?

Compare actual contracted pay and guaranteed hours, alongside the time available for caring, study or other work. A headline full-time equivalent salary can be misleading for this purpose.

Can I negotiate after receiving an offer?

You can ask whether a term is open to discussion. Make a clear, realistic request and wait for the answer. Do not assume the original offer or deadline has changed unless the employer confirms it.

Should I count free lunches or discounts?

Include benefits you would actually use, but value them realistically. A discount on something you would not otherwise buy does not automatically reduce your living costs.

What if the commute is uncertain?

Try the route at the expected time if practical, check alternative transport and ask about changing shifts. Write down the cost of the fallback route rather than assuming the cheapest option always works.

What if I have already accepted?

Check the terms and obtain appropriate advice before withdrawing or changing your plans. Acceptance can matter even before the first working day; the circumstances and conditions of the offer are important.

Sources and further reading

• MoneyHelper: understanding your payslip
• Acas: conditional offers and withdrawal
• Acas: employment contracts

Sources checked 21 October 2026. Recheck employment guidance and personal financial assumptions before relying on a comparison.