How do I handle a counter-offer from my current employer?

The 75% rule. Across hundreds of UK placements, candidates who accept counter-offers and stay at the original employer leave within 12 months in roughly 75% of cases — often pushed out rather than leaving voluntarily. The counter-offer creates a new flight-risk perception that quietly damages your future.

Why counter-offers usually fail. The reasons you wanted to leave rarely resolve with a salary patch. Manager dynamics, team culture, scope, progression, recognition — these don't change because of a 15% pay rise.

When to seriously consider. The counter-offer addresses the actual reason you were leaving (e.g., new role with different scope, new manager). The compensation gap to the new offer is closed substantially. You've genuinely changed your mind about leaving.

How to decline. 'I appreciate the counter-offer but my decision is to take the new role. The reasons I started looking weren't primarily about pay; they were about [specific reason]. I'd rather leave on good terms than stay on a financial fix.' Brief, professional, final.

What happens if you accept. Your current manager now sees you as flight-risk. Future projects may be allocated differently. Future promotions may be slower. Future redundancy decisions may include you preferentially. None of these are guaranteed but all are statistically more likely.