Two job offers with different salaries can be difficult to compare because compensation is only one part of the arrangement. Health coverage, retirement contributions, paid time off, scheduling and the cost of getting to work can change what an offer means in practice. This guide uses a US benefits context and is general information, not legal, tax or personal financial advice. Policies and eligibility vary by employer and plan.
Put the cash terms on the same timeline
Record base pay, pay frequency and whether the role is salaried or hourly. For hourly work, ask about expected hours and whether they are guaranteed; do not assume occasional extra hours will occur. For salary, ask about the normal schedule, expected availability and any written conditions attached to compensation. Tax withholding is not the same as final tax liability, and take-home pay depends on your own circumstances.
Treat a bonus, commission or equity award separately from guaranteed base pay. Ask what determines eligibility, when payment or vesting occurs, whether targets can change and what happens if you leave. A possible award is useful information, but it is not equivalent to cash already earned. Request the governing documents and write down unanswered questions rather than filling gaps with optimistic estimates.
Compare health coverage in detail
The US Department of Labor recommends asking for the Summary of Benefits and Coverage and Summary Plan Description. Compare the employee premium, deductible, copayments, coinsurance and out-of-pocket maximum as well as what the plan covers. Confirm whether your doctors, facilities and medications are included under the specific plan and network; a provider’s name in an old directory is not enough to settle the question.
Also ask when coverage begins, who can enroll, and what happens to existing coverage during a transition. Dental, vision and other benefits can have different rules. A low premium may be attractive, but it does not describe the full potential cost of care. Use a few realistic scenarios, including a routine year and a year with more care, without treating either as a prediction.
Retirement, leave and other benefits
For a retirement plan, ask when you can participate, whether the employer contributes or matches, and the vesting schedule for employer contributions. Look at available investment options and fees in the plan documents. The Department of Labor notes that changing jobs can affect vesting, so review the plan you are leaving as well as the new one. A match is subject to the plan’s rules and is not identical to cash salary.
Compare vacation, sick leave, holidays and other paid leave using the employer’s written policies. Ask when leave accrues, whether unused time carries over and whether a requested trip can be accommodated. Consider disability, life insurance and other benefits only after confirming eligibility, coverage and cost. Legal rights depend on the circumstances and jurisdiction; a policy summary is not a substitute for the governing terms.
Compare the work itself
A higher salary may come with a longer commute, required travel, an unpredictable schedule or higher childcare and transport costs. Ask how many days are expected on site, who pays for travel, how overtime or after-hours work is handled, and whether remote arrangements are written or subject to change. Consider your priorities: predictability, learning opportunities, responsibility and the people you will work with can matter alongside pay.
Build a comparison sheet
- Guaranteed pay: amount, schedule and conditions.
- Variable compensation: targets, timing and written rules.
- Health coverage: premium, network, cost sharing and start date.
- Retirement: eligibility, match, vesting, options and fees.
- Time: paid leave, hours, commute and flexibility.
- Open questions: who will answer, and by when?
Confirm before deciding
Ask the recruiter or benefits administrator for written terms, plan documents and a reasonable deadline to review them. If an answer is provisional, label it as such. You can discuss a change to salary, start date or another term, but do not assume a verbal conversation changes the final offer. Compare the completed sheet against your own priorities; the largest headline number will not necessarily be the best fit.
Consider the transition
Before accepting, map the dates between the old and new roles. Note the final paycheck, any waiting period for benefits, planned leave and deadlines for benefit enrollment. Ask each employer for its actual policies rather than assuming two plans operate alike. If you need time to understand an unfamiliar term, write the question down and request the relevant document. A clear start can be more valuable than rushing to compare numbers that describe different periods or depend on conditions you have not yet checked.
Sources: US Department of Labor: first job benefits · US Department of Labor: changing jobs · US Department of Labor: retirement plans