What are your workplace non-negotiables?

What are your workplace non-negotiables? (2025 guide)

On average, we spend roughly one-third of our lives at work—about 90,000 hours over a lifetime.

The post-pandemic reset gave many professionals space to rethink priorities. If you’re considering a move, clarifying your workplace non-negotiables helps you avoid roles that repeat the downsides of your current job.

Workplace happiness in the UK

Job satisfaction remains mixed, and priorities like flexibility, wellbeing and alignment with values keep rising in importance. The CIPD Good Work Index tracks these trends annually.

What are workplace non-negotiables?

They’re the conditions you must have to be healthy, productive and fulfilled at work—plus the trade-offs you won’t accept. Think: your expectations of culture, leadership, flexibility, workload, compensation, purpose and growth.

Examples of workplace non-negotiables

From recent candidate conversations, common examples include:

• Competitive salary and fair, transparent pay reviews

• Autonomy over workload and realistic resourcing

• Flexible, remote or hybrid options—now a UK day-one right to request flexible working

• Structured learning & development and funded qualifications

• Role clarity & career progression with regular feedback

• Reasonable commute/travel expectations

• Mission/values alignment and inclusive culture

• Healthy workload boundaries—with a manager who respects them

• Wellbeing support and a positive stance on annual leave

How to define yours (fast, 3 steps)

1. List your must-haves (5–7 max): write what you need to do your best work.

2. Rank trade-offs: what’s negotiable (e.g., slightly lower base for better flexibility) and what’s not.

3. Write red-flags: behaviours or conditions you’ll always decline (e.g., chronic overtime, unclear role, no growth plan).

If you want a broader values prompt, this short HBR guide can help you clarify personal values.

How to test non-negotiables in a job search

• Job ads: look for specifics (policy, cadence, budgets), not vague statements.

• Interviews: ask evidence-based questions—

  • “How do you plan and resource peak periods so teams aren’t overworked?”

  • “What does great flexible working look like here in practice?” 

  • “How are promotions decided? Can you share an example from the last 6 months?”

• Employee signals: consistency across interviewers; realistic answers about challenges.

• Offer stage: ensure the offer letter reflects agreements on flexibility, title, reporting line and review cadence.

• First 90 days: agree goals, KPIs and ways of working. Revisit your list monthly.

For hybrid success once you start, share this with candidates or hiring managers: How to build good colleague relationships in a hybrid workplace.

Non-negotiables change over time

Your life stage and goals evolve. Re-check your list after big changes (new family responsibilities, study commitments, relocation), or annually alongside career planning (https://merakitalent.com/our-perspectives/three-ways-to-future-proof-your-career-in-2025/).

Ready to move? We can help

If your current role doesn’t align with your non-negotiables, explore live vacancies or talk to us about a values-first move.

For broader career development, see The five skills you need to land your next job.

Find out what jobs Meraki Talent has on offer.