Should you accept a counteroffer from your current employer?

Usually not, though the standard advice against it is repeated more confidently than the evidence supports.

A counteroffer is your current employer's attempt to retain you after you resign, typically more money, sometimes a promotion or changed responsibilities.

The arguments against accepting:

It does not address why you resigned. If the reason was the manager, the workload, the direction of the company or a lack of progression, money changes none of it. The frequently cited statistic that most people who accept leave within a year originates largely from recruitment industry sources with an obvious interest, so treat the number sceptically — but the underlying logic is sound: an unaddressed cause persists.

It reveals the money was always available. A rise offered only under threat of resignation suggests you were underpaid and the employer knew it. That is worth noticing.

Your position may have changed. Having demonstrated willingness to leave, you may be regarded as a flight risk — excluded from long-term plans, or replaced on the employer's timetable rather than yours.

Reneging costs you the other offer, and the relationship with that employer and any recruiter involved.

When accepting is genuinely reasonable:

If the counteroffer fixes the actual problem — a change of team, a role you wanted, a clear and documented progression path — rather than just adding money.

If you resigned primarily over pay, the market has moved, and the correction is genuine.

If circumstances changed since you applied elsewhere.

What to do if you receive one: ask why this was not offered before, get any commitment in writing with dates, and be honest with yourself about whether the original reason is addressed.

Better still, decide before resigning what you would accept, so the emotional pressure of the moment does not decide for you.