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Asking for a raise is uncomfortable for most people. We worry about sounding ungrateful, catching our manager at a bad moment or naming a number that turns out to be wrong. Yet a salary increase request is simply a business conversation about the value you create, and like any business case it succeeds when it is prepared. The people who get raises are not always the boldest; they are usually the best prepared.
This guide walks you through a practical process: assessing whether the time is right, building evidence, choosing the moment, saying the words, and responding to whatever answer you get.
Step 1: Check the fundamentals
Before booking a meeting, answer three questions honestly.
Has your contribution grown?
Raises are easiest to justify when your scope, responsibility or results have outgrown your current pay. Review the past year: projects delivered, targets exceeded, people you trained, processes you improved, new duties you absorbed. If the honest answer is "much the same as last year", you may be better off asking for a development plan with a clear route to promotion.
Can the company act on it?
Budget freezes and reorganisations do not make a request impossible, but they change the timeline. Find out how pay reviews work: is there an annual cycle, a mid-year window, a performance-linked bonus? Some organisations decide salary changes only a few times a year, and asking just after the deadline can mean months of waiting.
Where do you sit in the market?
Compare your pay with similar roles: same function, seniority, location and company size. Use several sources (published salary surveys, job ads that list ranges, professional associations, conversations with peers) and think in ranges rather than a single figure. Only cite sources you can point to.
Step 2: Build a short, factual case
Your manager may need to defend your request to finance or HR. Give them three to five specific, quantifiable points.
| Type of evidence | Example phrasing |
|---|---|
| Results | "I cut order-processing time by 20% this year." |
| Expanded scope | "I now manage three key accounts on top of my original portfolio." |
| New skills | "I earned [certification] and applied it on [project]." |
| Leadership | "Since March I have mentored two junior colleagues and coordinated the team schedule." |
| Market data | "Comparable roles in our region are advertised between X and Y." |
Use your own numbers and never invent a figure. If you struggle to quantify your work, our guide to CV experience with quantified results shows how to turn duties into measurable proof. A running list of achievements, updated monthly, makes this step almost effortless.
Step 3: Pick your moment
The best time is when your value is visible and a decision is possible.
- Right after a clear win, such as a launch, a client signed or a target hit.
- During your performance review or the company's salary-review window.
- When your responsibilities have visibly expanded, for instance after a teammate left and you took on their work.
- Before next year's budgets are finalised.
Avoid the day after bad company news, a crunch week or a moment when your manager is rushed. Ask for a dedicated meeting instead of raising it in passing.
Step 4: Have the conversation
Structure the meeting in three beats: context, evidence, ask.
- Open with context: "I would like to talk about my role and compensation."
- Present two or three pieces of evidence.
- State your request clearly, with a figure or range.
- Stop talking and listen. Do not rush to fill silences.
Phrases that work
- "Over the past year my role has grown: [example]. Given that, I would like to discuss adjusting my salary."
- "Based on my responsibilities and what I see in the market, I am looking for a salary of [range]."
- "What would help you make the case for this internally?"
- If the answer is no: "What would I need to achieve for us to revisit this in six months?"
Talk about the value of the role, never about personal expenses. Rent and bills are real, but they are not what justifies a pay change.
A sample email to request the meeting
Subject: Request to discuss my compensation
"Hi [Name],
I have been in the [Role] position for [length of time], and my responsibilities have grown since I started: [two quick, quantified examples]. I would like to schedule time to discuss my compensation.
Would [dates] work for you? I am happy to send a short summary of my results beforehand.
Thank you for your time, [Your name]"
Keep the message brief. Its purpose is to open the conversation, not to argue the full case by email.
If the answer is yes, not now or no
Yes
Ask for written confirmation with the effective date and any conditions. Then thank your manager: a thoughtful thank-you message strengthens the relationship.
Not now
Do not leave with a vague promise. Ask for clear criteria and a date to revisit. Explore alternatives that carry value: a bonus, a training budget, extra time off, remote-work flexibility, a better job title or a bigger scope. Put the follow-up date in your calendar.
No
Ask why. If the reason is budget, the door stays open. If it is about your level, you now have a development plan. If nothing moves despite strong results, it may be worth looking at other options. In that case, start refreshing your materials by learning to tailor your CV to a job posting.
Mistakes to avoid
- Asking without evidence. "I feel I deserve more" is not a case.
- Comparing yourself to a named colleague. It creates defensiveness and can backfire.
- Bluffing about leaving. Threatening to resign when you do not mean it costs you credibility.
- Aiming too low. Anchor slightly above what you hope for, while staying credible.
- Winging it. An unprepared meeting rarely goes well.
- Mixing a request with complaints. Stay forward-looking and focused on value.
Frequently asked questions
How much of a raise should I ask for?
There is no universal percentage. Start from your market range, how your role has changed and the company's pay policy, then name a figure you can justify. A request backed by facts is always more credible than an arbitrary number.
How often can I ask for a raise?
Once a year is common, usually tied to a review. Asking more often generally needs a clear change in responsibilities.
Can I ask for a raise after my probation or first few months?
You can, but it is usually wiser to wait until you have measurable results. Focus on delivering visible wins first.
Should I ask in writing or in person?
Ideally both: a short message to book the meeting, a conversation in person or on video, then written confirmation of any decision.
What if my manager cannot approve raises?
Ask how the request will be escalated and which arguments will help. Give them a one-page summary of your results to make it easy to advocate for you.
Conclusion
A successful salary increase request rests on three things: an honest assessment, quantified evidence and good timing. Prepare your case, book a dedicated meeting, name a clear figure and keep the tone constructive. Even if the answer is not immediate, you will have laid solid groundwork for the next conversation.
To keep your wins documented and be ready for any opportunity, keep your resume current with the GoMyCV builder.
