If you’ve been browsing job adverts in the UK, you’ve likely encountered the abbreviation “D.O.E” listed where you’d expect to see a clear salary figure. For many job seekers, this three-letter acronym can feel frustratingly vague, especially when you’re trying to assess whether a role is worth applying for or how it compares to your current earnings.
D.O.E stands for “depending on experience” (sometimes also written as “DOE” or “d.o.e”). It’s a common shorthand used by UK employers to indicate that the salary for a position isn’t fixed, but will instead be determined based on the successful candidate’s level of experience, skills, and qualifications. While this approach offers flexibility for employers, it can leave applicants uncertain about what they might actually earn.
This article is for anyone who has seen d.o.e salary meaning on a job listing and wants to understand what it really means, why employers use it, how it affects your application and negotiation strategy, and what you should do when you encounter it. Whether you’re early in your career or an experienced professional, understanding this term will help you navigate the UK job market with greater confidence.
D.O.E is an abbreviation for “depending on experience”. It’s used in job adverts to signal that the employer hasn’t set a single fixed salary for the role. Instead, they intend to offer different pay levels to different candidates based on factors such as:
- Years of relevant work experience
- Specific technical or professional skills
- Industry knowledge or sector expertise
- Educational qualifications or professional certifications
- Previous job titles or seniority levels
- Demonstrable achievements or portfolio quality
The term is widely recognised across UK recruitment, appearing in job postings across all sectors, from entry-level positions to senior management roles. You might also see variations such as “salary DOE”, “competitive salary DOE”, or “negotiable depending on experience”.
In practice, when an employer lists d.o.e salary meaning on an advert, they’re indicating that they’re open to tailoring the offer based on what you bring to the table. This can work in your favour if you have strong credentials, but it can also make it harder to assess whether the role aligns with your salary expectations before you invest time in applying.
Employers use D.O.E for several strategic and practical reasons. Understanding these motivations can help you interpret what it means for your application and negotiation position.
Flexibility in hiring across experience levels
Many employers advertise a single role that could suit candidates at different career stages. For example, a marketing coordinator position might attract both recent graduates and professionals with five years of experience. By using D.O.E, the employer can remain open to both profiles without committing to a narrow salary band that might exclude strong candidates.
Attracting a wider pool of applicants
Listing a specific salary can deter candidates who feel they’re worth more, or conversely, it might attract applicants who are underqualified but drawn to the figure. D.O.E allows employers to cast a wider net and assess candidates on merit before discussing compensation.
Maintaining internal pay equity
Organisations with established salary structures may use D.O.E to avoid publicly advertising a figure that could create tension with existing employees. If current staff see a new hire being offered significantly more (or less) than them for a similar role, it can lead to dissatisfaction. D.O.E gives employers room to negotiate individually while managing internal pay fairness.
Competitive positioning
In competitive sectors or tight labour markets, some employers prefer not to reveal their budget publicly. This prevents competitors from using salary information to poach talent or undercut their offers. It also gives the employer leverage in negotiations, as candidates don’t have a clear benchmark to reference.
Uncertainty about the role’s scope
Sometimes employers aren’t entirely certain what level of seniority the role requires until they meet candidates. They may be open to hiring someone more junior at a lower salary, or someone more experienced who can take on additional responsibilities at a higher rate. D.O.E reflects this flexibility.
While these reasons are understandable from an employer’s perspective, they can create challenges for job seekers who need clear information to make informed career decisions.
Seeing D.O.E on a job advert changes the dynamic of your application in several ways.
You need to do more research
Without a stated salary, you’ll need to research typical pay for similar roles in your region and industry. This requires more effort than simply comparing a listed figure to your expectations. You’ll need to consult sources such as the Office for National Statistics (ONS) earnings data, professional body salary surveys, or recruitment agency reports to gauge what’s reasonable.
Your application should emphasise value
When salary is negotiable, your CV and cover letter become even more important in establishing your worth. You should clearly articulate your experience, achievements, and skills that justify a higher salary within the likely range. Quantifiable accomplishments (such as revenue generated, projects delivered, or efficiency improvements) carry particular weight.
You may need to state your expectations early
Some employers will ask for your salary expectations in the application form or during an initial screening call. This puts the onus on you to name a figure before you’ve had a chance to fully understand the role or demonstrate your value. It’s important to be prepared with a well-researched range rather than a single number.
The interview becomes a two-way discovery process
When salary isn’t predetermined, the interview is your opportunity to learn more about the role’s responsibilities, expectations, and growth potential. This information will help you assess what salary is fair and whether the role is right for you. Be prepared to ask questions about the budget, typical salary progression, and how experience is evaluated.
Negotiation becomes more critical
With D.O.E roles, negotiation isn’t just about haggling over a few thousand pounds. It’s about establishing your market value and ensuring the employer recognises what you bring. This requires confidence, preparation, and a clear understanding of your worth.
The actual salary range behind a D.O.E listing varies enormously depending on the role, sector, location, and employer size. However, there are some general patterns you can expect.
Entry-level and junior roles
For roles aimed at recent graduates or those with one to three years of experience, D.O.E typically indicates a range of £20,000 to £28,000 outside London, and £24,000 to £32,000 in the capital. The lower end usually applies to candidates with minimal direct experience, while the upper end is reserved for those who can demonstrate relevant internships, placements, or transferable skills.
Mid-level professional roles
For positions requiring three to seven years of experience, such as project coordinators, account managers, or specialist technical roles, D.O.E often translates to a range of £28,000 to £45,000 nationally, with London salaries potentially reaching £50,000 or more. The spread reflects differences in sector expertise, management responsibility, and technical proficiency.
Senior and specialist roles
For senior positions, such as department heads, senior consultants, or highly specialised technical experts, D.O.E can indicate a range from £45,000 to £70,000 or higher. At this level, factors such as leadership experience, industry reputation, and niche skills can significantly influence the final offer.
Regional variation
According to the Office for National Statistics, median full-time earnings in the UK vary considerably by region. London consistently shows the highest median earnings, followed by the South East. Roles in the North East, Wales, and Northern Ireland typically offer lower salaries for equivalent positions. When you see D.O.E, assume the employer is factoring in regional pay norms unless the role is explicitly remote or national in scope.
Sector differences
Certain sectors, such as finance, technology, and pharmaceuticals, tend to offer higher salaries than others, such as retail, hospitality, or non-profit work. A D.O.E listing in a high-paying sector may have a significantly higher floor than the same role in a lower-paying industry.
The key takeaway is that D.O.E doesn’t mean “we’ll pay whatever we feel like”. Most employers have an internal budget or salary band in mind. Your job is to uncover that range and position yourself at the higher end based on your credentials.
Negotiating salary for a D.O.E role requires preparation, confidence, and strategic communication. Here’s how to approach it effectively.
Research thoroughly before any conversation
Before you apply or attend an interview, gather data on typical salaries for the role. Use resources such as the ONS Annual Survey of Hours and Earnings, professional body salary guides, and recruitment agency reports. Aim to identify a realistic range based on your experience level, location, and sector.
Delay naming a figure as long as possible
If asked about salary expectations early in the process, try to deflect politely by saying something like, “I’d like to learn more about the role and responsibilities before discussing salary. Could you share the budget or typical range for this position?” This shifts the burden back to the employer and prevents you from anchoring the negotiation too low.
When you must name a figure, give a range
If pressed, provide a range rather than a single number. Base the lower end on the minimum you’d accept and the upper end on what you believe you’re worth. For example, “Based on my research and experience, I’d expect a salary in the region of £35,000 to £42,000, depending on the full scope of the role and benefits package.”
Emphasise your value, not your needs
Frame your salary expectations around what you bring to the employer, not what you need to cover your bills. Highlight specific achievements, skills, or experience that justify your ask. For example, “In my previous role, I increased customer retention by 18%, which directly contributed to a £200,000 revenue increase. I believe that level of impact warrants a salary at the higher end of the market range.”
Be prepared to walk away
If the employer’s offer is significantly below your expectations and they’re unwilling to negotiate, be ready to decline. Accepting a role that undervalues you can affect your earning potential for years and lead to dissatisfaction. It’s better to continue your search than to settle for less than you’re worth.
Consider the full package
Salary isn’t the only component of compensation. If the employer can’t meet your salary expectations, explore other benefits such as additional annual leave, flexible working arrangements, professional development funding, or performance bonuses. Sometimes a slightly lower salary with strong benefits can be more valuable overall.
Yes, it is entirely legal for UK employers to use D.O.E in job adverts. There is no law requiring employers to state a specific salary figure in a job listing. However, there are important legal considerations around pay transparency and fairness.
No legal requirement to advertise salary
Unlike some jurisdictions where salary transparency laws are being introduced, the UK does not currently mandate that employers disclose salary ranges in job adverts. Employers are free to use terms like D.O.E, “competitive salary”, or “negotiable” without legal consequence.
Equal pay obligations
While employers can negotiate salaries individually, they must comply with the Equality Act 2010, which requires equal pay for equal work regardless of gender, race, disability, or other protected characteristics. If an employer offers different salaries to candidates with equivalent experience and qualifications based on discriminatory factors, they could face legal action.
National Minimum Wage and National Living Wage
All employers must pay at least the National Minimum Wage or National Living Wage, depending on the worker’s age. As of April 2025, the National Living Wage for workers aged 21 and over is £11.44 per hour. Even if a role lists D.O.E, the final salary must meet these statutory minimums.
Transparency during the hiring process
While employers aren’t required to advertise salary, they must provide clear terms of employment once an offer is made. This includes salary, working hours, and other key terms. If an employer is evasive or misleading about pay during negotiations, this could be a red flag about the organisation’s culture.
In summary, D.O.E is legal, but it must be applied fairly and within the bounds of employment law.
As a job seeker in the UK, you have limited formal rights to salary transparency during the recruitment process, but you do have some protections and practical options.
Right to ask about salary
You are entitled to ask about salary at any stage of the recruitment process. Employers are not legally required to answer, but most will provide at least a broad range if asked directly. If an employer refuses to discuss salary at all, even after multiple interviews, this may indicate poor communication or a lack of respect for candidates’ time.
Right to equal pay information
Under the Equality Act 2010, employees (not job applicants) have the right to request information about pay differences if they believe they’re being paid less than a colleague of the opposite sex doing equal work. This right doesn’t extend to the application stage, but it’s worth knowing if you accept a role and later discover pay disparities.
Right to withdraw from the process
You have the right to withdraw your application at any time if you’re uncomfortable with the lack of salary transparency. You’re not obligated to continue with a process that doesn’t meet your needs.
Emerging trends in transparency
While not yet legally required, there is growing pressure on UK employers to improve salary transparency. Some organisations, particularly in the public sector and larger corporations, now voluntarily include salary ranges in adverts. Professional bodies and campaign groups are advocating for mandatory pay transparency, similar to laws introduced in the EU and several US states.
If salary transparency is important to you, consider prioritising employers who voluntarily disclose pay ranges, as this often reflects a broader commitment to fairness and openness.
Whether to apply for a D.O.E role depends on your circumstances, risk tolerance, and how much you value transparency.
When you should apply
If the role aligns closely with your skills and career goals, and you’re confident in your ability to research and negotiate salary, D.O.E shouldn’t deter you. Many excellent opportunities use this approach, and you may be able to secure a higher salary than you would with a fixed figure.
If you’re early in your career and still building your market value, D.O.E roles can offer valuable experience and a foot in the door, even if the starting salary is modest.
If you’re in a strong negotiating position (for example, you’re currently employed, have multiple offers, or possess in-demand skills), D.O.E gives you leverage to push for a higher salary.
When you should be cautious
If you’re in urgent need of income and can’t afford to invest time in a lengthy negotiation process, roles with clear salary figures may be more efficient.
If the employer is evasive or dismissive when you ask about salary during initial conversations, this could indicate a lack of transparency or respect for candidates. Proceed with caution.
If you’re applying for a role in a sector or region where you have limited salary data, D.O.E makes it harder to assess whether the opportunity is worth pursuing.
A balanced approach
Consider applying for a mix of roles: some with clear salaries and some with D.O.E. This gives you options and allows you to compare offers. If you receive a D.O.E offer that’s below your expectations, you can use competing offers with transparent salaries as leverage in negotiations.
When a job lists D.O.E, your ability to negotiate effectively depends on how well you understand the market. Here’s how to research fair pay in the UK.
Use official government data
The Office for National Statistics publishes the Annual Survey of Hours and Earnings (ASHE), which provides detailed data on median and mean earnings by occupation, region, and sector. This is the most authoritative source of UK salary information and is freely available on the ONS website. You can filter by job title, location, and experience level to get a realistic benchmark.
Consult professional body salary surveys
Many professional organisations, such as the Chartered Institute of Personnel and Development (CIPD), the Institution of Engineering and Technology (IET), and the Royal Institution of Chartered Surveyors (RICS), publish annual salary surveys for their members. These reports often include detailed breakdowns by experience, sector, and region.
Review recruitment agency reports
Major UK recruitment agencies, such as Hays, Robert Half, and Michael Page, publish annual salary guides covering a wide range of industries. While these are marketing tools, they’re based on real placement data and can provide useful benchmarks.
Network with peers
If you’re part of professional networks, online communities, or industry groups, consider asking peers about typical salaries for similar roles. While people may be reluctant to share exact figures, many are willing to discuss ranges or confirm whether your expectations are realistic.
Use salary comparison tools cautiously
Websites that aggregate self-reported salary data can be useful, but treat them with caution. Self-reported data is often skewed (people may exaggerate or underreport), and it may not reflect current market conditions. Use these tools as a supplement, not a primary source.
Ask the employer directly
During your first conversation with the recruiter or hiring manager, ask, “Could you share the salary range or budget for this role?” Many employers will provide at least a broad range if asked directly. If they refuse, ask what factors they consider when determining salary, which can give you clues about how to position yourself.
By combining multiple sources, you can build a clear picture of what’s fair and enter negotiations with confidence.
The d.o.e salary meaning—”depending on experience”—is a common feature of UK job adverts, reflecting employers’ desire for flexibility in hiring and compensation. While it can feel frustratingly vague, understanding what D.O.E really means and how to navigate it can turn it into an opportunity rather than an obstacle.
When you see D.O.E, remember that it signals negotiation potential. Employers using this term are often open to tailoring their offer based on what you bring to the role. Your job is to research thoroughly, articulate your value clearly, and negotiate confidently. Use authoritative sources such as the Office for National Statistics to benchmark fair pay, and don’t be afraid to ask employers directly about their budget or typical salary range.
While D.O.E is legal and widely used, you have the right to seek transparency and to walk away from opportunities that don’t meet your needs. As salary transparency becomes an increasingly important issue in the UK labour market, more employers are recognising the value of clear communication. In the meantime, equipping yourself with knowledge and negotiation skills will help you secure fair compensation, regardless of how salary is presented in the advert.
Whether you’re early in your career or an experienced professional, understanding D.O.E empowers you to make informed decisions, advocate for your worth, and navigate the UK job market with confidence.