Asking for a raise feels uncomfortable, but it’s a normal part of managing your career. Managers expect it, and people who ask with a clear case often get more than those who wait. Here’s how to prepare, what to say, and how to handle any answer.
1. Know what you’re worth
Before you ask, find out what people in your role earn.
- Check salary data on sites such as Glassdoor, Levels.fyi (for tech), LinkedIn Salary, Payscale and the US Bureau of Labor Statistics.
- Look at job ads for similar roles. Many US states now require salary ranges in postings.
- Talk to peers and recruiters in your field.
Write down a realistic range for your role, level and location.
2. Build your case with results
Your raise should be based on the value you bring, not on personal needs like rent. List:
- Results you’ve delivered, with numbers: revenue, savings, growth, deadlines met.
- New responsibilities you’ve taken on since your last pay review.
- Positive feedback from managers, clients or colleagues.
- Skills or certifications you’ve added.
Keep it to one page. You’ll use it in the meeting and can leave it with your manager.
3. Pick the right time
Timing can make a big difference.
- Good times: a few weeks before your company’s budget or review cycle, after a big win, or when your role has clearly grown.
- Bad times: during layoffs, just after poor company results, or when your manager is under heavy pressure.
Ask for a dedicated meeting instead of raising it in passing. Mid-week, mid-morning is often a calm time.
4. Decide how much to ask for
A typical merit raise is a few percent. Asking for 10–20% can be reasonable if you’re clearly underpaid against the market or your role has changed a lot.
- Ask for a specific number or a narrow range, with the top slightly above what you’d accept.
- Base it on your market research, not a random figure.
5. Practise what you’ll say
Rehearse out loud. Here’s a simple script you can adapt:
“Thanks for making time. Over the past year I’ve [main result, e.g. grown the account base by 30%] and taken on [new responsibility]. Based on that, and on market data for similar roles, I’d like to discuss increasing my salary to [number]. I’d like to hear your view on that.”
Then stop talking and let your manager respond.
6. Handle the conversation calmly
- Stay positive and factual. Focus on your contribution and the future.
- Don’t threaten to leave unless you have an offer and are ready to go.
- Don’t compare yourself to named colleagues. Use market data instead.
- Listen. Ask what your manager needs to see if they can’t say yes today.
7. If the answer is no (or not yet)
A “no” today is not the end of the conversation.
- Ask: “What would I need to achieve to earn this raise, and by when?”
- Agree on clear goals and a date to review them, ideally within three to six months.
- Explore other options: a title change, bonus, extra leave, training budget or flexible working.
Send a short follow-up email that confirms what you agreed.
8. Follow up in writing
Whatever the outcome, thank your manager and summarise the next steps in an email. If they agreed to a raise, confirm the amount and the start date.
If the pay gap with the market stays large, it may be time to look at other roles. Our guide to post-30 career change bottlenecks and unlocks can help, and a strong LinkedIn profile makes the search easier.
What not to say when asking for a raise
- “I need more money because my rent went up.”
- “Everyone else is getting paid more than me.”
- “I’ll quit if I don’t get it.” (unless you mean it)
- “I deserve it because I’ve been here a long time.” Tenure alone isn’t a reason; results are.
FAQ
How do you politely ask for a salary increase?
Request a dedicated meeting, thank your manager for their time, present your results and market data, then ask for a specific number. Keep the tone collaborative.
Is asking for a 20% raise too much?
It can be reasonable if your market research shows you’re well below the going rate, or if your role has grown significantly. Back it up with data and results.
Is it better to ask for a raise on a Friday or a Monday?
Mid-week is usually better. Mondays are busy and Fridays can feel rushed. More important is choosing a time when your manager isn’t under pressure.
Can you ask for a raise by email?
You can request the meeting by email, but have the conversation in person or on a video call. Follow up in writing afterwards.
