Freelance rate negotiation: How to answer “What’s your rate?”
That “how much were you making?” moment doesn’t have to be uncomfortable. We provide a step-by-step guide to redirecting the conversation toward your market value and the project requirements rather than your history
You’re filling out a job application when you spot it. That dreaded form field asking for your complete salary history. Every. Single. Role. From your first assignment to your latest contract. Your stomach tightens. Do you fill it in? Leave it blank? What if they bin your application?
If you’ve been highly paid in the past but desperately need work now, this moment feels impossible. Too high and you’re “overqualified.” Too low and you undervalue yourself.
What’s a freelancer or contractor to do?
The problem with salary history requests
Alex Laybourne, a professional storyteller and copywriter, recently encountered this exact scenario. Whilst applying for a council position, he was asked to provide his full work history with salaries for every role. His reaction?
“I can’t help but think this is in breach of GDPR regulations. At the very least, it’s morally wrong,” he shared in a LinkedIn post.
He’s not alone in questioning this practice. Laybourne left the salary fields blank with a polite “N.A.” and rang the school directly for an informal chat. They were equally baffled by the question.
However, not every hiring manager is reasonable. Not every recruiter will pick up the phone.
Is it legal to ask for previous salary in the UK and EU?
Salary Disclosure & History Laws (2026 Update)
Region Is it legal to ask for salary history? Must employers list salary ranges? Key Legislation European Union (EU) No (Strict Ban) Yes (Before interview) EU Pay Transparency Directive United Kingdom (UK) Yes (But discouraged) Optional (But recommended) Equality Act 2010 (Updates pending)
When honesty backfires
Lauren G., a credentialing specialist, learnt this the hard way. During what seemed like a promising phone conversation about a background role, the recruiter asked about her previous salary. She answered honestly.
“He instantly said I can’t match that and literally hung up the phone on me,” she recalled in response to Laybourne’s post. “I don’t think I would answer that moving forward.”
That abrupt end to a conversation highlights a harsh reality. Some recruiters use salary history as a screening tool. They’re not evaluating your fit for the role. They’re simply looking for someone they can afford.
Why your previous rate is irrelevant to the new assignment
Grant Lukies, Managing Director at Operational Wisdom & Logic, is to the point and unapologetic about not having to divulge previous rates:
Your salary at previous jobs is totally irrelevant. New job, new context, different responsibilities.
He believes companies are “data gathering at your expense” and advises candidates to “just answer questions relevant to the position being applied for.”
For freelancers and contractors, this point hits even harder. James Brown, an HSE consultant in oil, gas, and renewable energy, explains his approach clearly:
As a consultant or freelancer, I price each assignment based on various factors, including duration, locations, travel requirements, and time commitment required. What I have charged previous clients is confidential and not relevant.
Every project is different. A three-month remote contract doesn’t compare to a six-month on-site assignment requiring international travel. Your previous rate reflects previous circumstances, not future value.
What to say instead
Dominick Stuart, a project controls manager, suggests being upfront about your requirements:
Tell them what is required and they can take it or leave it, with minor flexibility depending upon role, project, people, organisation, etc…
This approach shifts the conversation from past to present. You’re not hiding anything. You’re simply focusing on what matters now.
When a form or recruiter demands historical salary information, consider these responses:
- My previous rates reflected different project scopes and are confidential to those clients.
- I prefer to discuss rate expectations based on this specific role’s requirements.
- I’d be happy to share my rate expectations for this position once we’ve discussed the full scope.
These statements are polite, professional, and completely reasonable. They’re also harder to dismiss than a blank field.
The recruiter’s role in this mess
Mark Thomas, a lead planner, shares the frustration many contractors feel:
The job ad should have the rate on it, you apply for the job, so we all know we are interested, then the nuances of the conversation starts.
He adds pointedly:
I do not understand why recruiters, the only people in the world too busy to send an email saying ‘you didn’t get the job,’ waste so much time playing lowball games.
This frustration stems from a broken system. When recruiters withhold rate information whilst demanding yours, they create an unfair negotiation. You’re expected to show your cards. They keep theirs hidden.
Good recruiters understand this imbalance. They advertise rates upfront or discuss budget ranges early. They don’t waste your time or theirs chasing candidates they can’t afford.
Practical strategies for different application scenarios
When the form is mandatory: Try entering “N.A.” or “Negotiable” in the fields. Many systems accept this. If possible, follow up with a phone call or email explaining your position, as Laybourne did.
- When a recruiter asks directly: Redirect the conversation. “I’d prefer to understand the role’s requirements and budget first. That helps me give you an accurate indication of fit.”
- When you’re desperate for work, this can feel like the hardest scenario. You might consider providing a range rather than specific figures. “My recent contracts have ranged from £X to £Y depending on scope and duration.” This gives information without boxing you in.
When they insist, evaluate whether you want to work with this organisation. A company that prioritises historical data over current value might not respect your expertise anyway.
When will the UK ban salary history questions?
Some jurisdictions have banned salary history questions entirely. They recognise these enquiries perpetuate pay inequality and prevent fair negotiations. The UK hasn’t followed suit yet, but the tide is turning.
Until then, you’ll be trying to see what’s ahead while swimming in choppy, murky waters. All you can do is maintain professional boundaries while staying pragmatic about your situation.
Remember Brown’s wisdom about confidentiality? Your previous clients’ budgets and your negotiated rates are private. You’re under no obligation to share them.
Find your “line”
Every freelancer and contractor must decide where they draw the line. What information will you share? What will you keep private? When will you walk away?
These decisions depend on your financial situation, your market value, and your willingness to stand firm. There’s no single right answer. However, know these in advance.
Your past rates don’t define your current worth. Each project brings new challenges, requirements, and contexts. Price accordingly.
When faced with that awkward salary history form, remember you’re not alone. Thousands of freelancers grapple with this same minefield daily. Some dodge the question. Some answer selectively. Some walk away entirely.
The choice is yours. Just make it deliberately, not desperately.
Legal Disclaimer
The information provided in this article is for educational and informational purposes only and does not constitute legal advice. While we strive to keep our data current with the 2026 EU Pay Transparency Directive and UK employment trends, laws can vary by specific region and individual circumstances. For specific legal concerns regarding your employment rights or contract negotiations, we recommend consulting with a qualified legal professional or an employment law specialist in your jurisdiction.
Have you faced this situation? How did you handle it?
The conversation continues in our comments section and on our LinkedIn post. Your experience might help someone facing this awkward moment. Or make recruiters and clients think before asking the question.
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