To ask for a raise, build a one-page case first: what you have delivered since your pay was last set, how your job has grown, and what the market pays for the work you now do. Then ask your manager for a dedicated meeting, state a specific number, and ask what it would take to get there if the answer is not yes today. Time the request before budgets are set, not after. Follow the conversation with a short email so the request and the next step are on record.
Key takeaways
- A raise request is a business case: results delivered, scope taken on, and market pay for the job you now do.
- Ask before budgets are set. Find out when pay decisions are made and raise it well ahead.
- Ask in a scheduled meeting, name a number, then stop talking.
- Your manager usually has to justify the raise to someone else. Hand them the justification on one page.
- If the answer is no, leave with specifics: what would change it, measured how, reviewed when.
01
Do you have a case for a raise?
| Basis | Evidence to collect |
|---|---|
| Results | Outcomes since your pay was last set: revenue, savings, projects delivered, problems fixed |
| A bigger job | Duties, people or budget you have taken on that were not in your original role |
| A market gap | What employers currently pay for your role, level and location |
| An internal gap | The pay range in your own company’s postings for the same job, or what peers earn |
Time served, rising personal costs and long hours do not make the case on their own. They explain why you want more money, not why the work is worth more.
It helps to know how the decision gets made. A raise reaches you through the annual merit cycle, a promotion, or an off-cycle adjustment, and the last of these needs someone to defend it. Published HR guidance at two public universities shows what an approver looks for. UC Berkeley describes an equity increase as typically based on a salary inequity that cannot be corrected through the merit review cycle, and weighs budget availability, the employee’s performance and special skills relative to others in the same job, and any recent increase. The University of Texas at Austin asks for a thorough justification with supporting documentation such as market data. Your employer’s rules will differ, but the logic carries over.
02
How to build your case
- List your results since your last pay change, with numbers where you have them. The prompts in accomplishments for a resume work here too.
- Show how the job has grown. Put your original responsibilities next to what you do now.
- Research the market. The Bureau of Labor Statistics publishes wage estimates for about 830 occupations, nationally and by state and metro area. Add the pay ranges in current postings for your role. The guide on how to research salary explains how to adjust for level and location.
- Choose your number and your fallback. A specific figure, and what you would accept if base pay cannot move: a bonus, a title, a review date.
- Put it on one page your manager can forward.
[Your name], [job title], [date] Request: adjust base salary from [current] to [proposed], effective [date]. 1. Results since [date of last pay change] - [Result with a number: grew X, cut Y, delivered Z] - [Result] - [Result] 2. How the role has grown - Then: [original scope] - Now: [added duties, people, budget, systems] 3. Market data - [Source 1: figure for role, level and location] - [Source 2: pay range in current postings for the same role] 4. What I plan to deliver next - [Goal for the next 6 to 12 months]
You are allowed to compare notes. In the United States, the National Labor Relations Board says employees covered by the National Labor Relations Act have the right to discuss their wages with coworkers, whether or not they are in a union, and that policies prohibiting those conversations are unlawful. The board’s jurisdiction is over private-sector employers, and federal, state and local governments are among those excluded, so check with the NLRB if you are unsure whether you are covered.
03
When is the best time to ask?
| Good moments | Poor moments |
|---|---|
| Before the budget or merit cycle is decided | The week of layoffs, a hiring freeze or bad results |
| After a visible win or a finished project | Right after a missed target or a hard review |
| When your role has clearly expanded | In passing, or at the end of another meeting |
| At a scheduled review, if you flagged it in advance | When your manager is in the middle of a deadline |
Ask your manager or HR when pay decisions for the year are made, and raise the subject well before that date. By the time reviews are delivered, the money has usually been allocated.
04
How to ask for a raise in a meeting
- Ask for the meeting and say what it is about.
- Open with your commitment to the job, then the request.
- Give the evidence in two minutes.
- State the number.
- Stop and listen.
- Agree on the next step and a date.
Hi [Name], could I have 30 minutes with you this week or next to talk about my pay? I've put together a one-page summary of the work I've picked up this year and the range I think fits it, and I'd like to go through it with you.
"Thanks for making time. I like working here and I want to keep growing in this role. Over the last [period], I've [result 1], [result 2] and taken on [new responsibility]. I've also looked at the market for this role in [location], and comparable positions pay [range]. Based on that, I'd like to ask for an increase in my base salary to [number]." [Stop. Let them respond.] "What would you need from me to take this forward, and when could we expect an answer?"
| Your manager says | You say |
|---|---|
| “There is no budget right now.” | “When does the next budget open, and what would I need to show to be in it?” |
| “You are at the top of your pay band.” | “What does the next level require, and what am I missing for it?” |
| “I have to take this to HR.” | “Here is a one-page summary you can pass on. When should I check back?” |
| “Let’s talk at review time.” | “Can we agree now on what would justify it then?” |
| “No.” | “I understand. What would need to change for the answer to be yes?” |
05
How to ask for a raise by email
Use email to request the meeting, to make the request when you cannot meet, and always to follow up. Attach the one-page case.
Subject: Compensation review request Hi [Name], I'd like to ask you to review my base salary. Since [date of last change], I have: - [Result 1] - [Result 2] - [New responsibility you have taken on] Based on these and on current market data for [role] in [location], I'm asking for an adjustment from [current] to [proposed]. A one-page summary with sources is attached. Could we meet this week to discuss it? Thank you, [Your name]
Subject: Follow-up on our compensation conversation Hi [Name], Thank you for the conversation today. To confirm: I asked for an adjustment of my base salary to [number], and you said you would [take it to HR / review the budget] and come back to me by [date]. The summary we discussed is attached. Please tell me if anything else would help. Thanks, [Your name]
06
What to do if the answer is no
- Ask for specifics. Which results or skills would change the answer, how they will be measured, and when you will review it. Write them into a career development plan.
- Ask about alternatives. A one-time bonus, a title change, a larger project, a training budget or schedule flexibility.
- Confirm it in writing. The follow-up email works for a no as well as a maybe.
- Decide what the no means. If the gap to the market is large and nobody can describe a path to close it, the raise you want may be at another employer. An outside offer is leverage only if you would take it, as the guide to counter offers explains.
FAQ
Frequently asked questions
How much of a raise should I ask for?
Ask for the figure your evidence supports: the gap between your pay and the market rate for your role, level and location, adjusted for what you have delivered. There is no standard percentage. A specific number with sources behind it is easier to approve than a round one without them.
How often can you ask for a raise?
There is no rule, but a request needs something new behind it: a larger role, fresh results or a market shift. If you were turned down with specific conditions, ask again when you have met them or at the review date you agreed on.
Is it OK to ask for a raise by email?
Yes, when you work remotely or cannot get meeting time, and always for the follow-up. A conversation is still better for the request itself, because you can respond to concerns as they come up. Use email to book that conversation and to record what was said.
Should I mention another job offer when asking for a raise?
Only if the offer is real and you would accept it. Some employers ask for the offer letter before they will match. If you want to stay, make the case on your results and the market first, and keep the outside offer for the situation where you are prepared to leave.
How long should I wait after starting a job to ask for a raise?
Long enough to have results that were not part of the deal when you were hired. Your starting pay was negotiated for the job as described, so the case for changing it is that the job or your contribution has grown. If the role expanded early, that is a reason to ask early.
Sources
- BLS: Occupational Employment and Wage Statistics: annual wage estimates for about 830 occupations, nationally and by state and metro area.
- UC Berkeley HR: Equity Increases: what an off-cycle equity increase is and the factors an employer weighs.
- The University of Texas at Austin HR: Salary Adjustments: the justification and market data required for adjustments outside the merit cycle, and documentation of outside offers.
- NLRB: Your Right to Discuss Wages: the right of covered employees to discuss pay with coworkers.
- NLRB: Jurisdictional Standards: which employers the National Labor Relations Act covers and which it excludes.
Published by Jobbie and last updated on October 6, 2026. This guide is general information for job seekers, not legal, tax or financial advice. Spotted something wrong? Tell us.