Most people never ask for a raise. They wait to be offered one, which means they wait indefinitely while colleagues who do ask move ahead. Research consistently shows that employees who negotiate their pay earn significantly more over their careers than those who do not — not because they are more talented, but simply because they asked.

This guide gives you the complete framework: when to ask, how to build your case, exactly what to say in the conversation, a raise request email template, and how to handle the most common pushback responses.

When Is the Right Time to Ask for a Raise?

Good times to ask

  • At or just before your annual performance review
  • After a significant achievement — closing a major deal, delivering a complex project, or exceeding a key target
  • When you have taken on substantially more responsibility than your current role specifies
  • When you have received an external offer and would genuinely consider it

Poor times to ask

  • During a company-wide financial difficulty, hiring freeze, or redundancy process
  • Immediately after a mistake or a difficult performance conversation
  • When your manager is clearly overwhelmed or under pressure from above
  • In the first six months of a new role, unless circumstances have changed dramatically

How to Build Your Case Before the Conversation

A raise request without evidence is just a wish. The most effective salary conversations are built on a specific, documented case for why you deserve more.

Research the market rate: Find out what people in equivalent roles, at equivalent levels, in your sector and geography are earning. Sources include LinkedIn Salary, Glassdoor, Payscale, and industry salary surveys. If your salary is below market rate, that is your strongest opening argument.

Document your contributions: Write down your specific achievements from the past 12 months. Wherever possible, attach numbers: revenue generated or influenced, costs saved, projects delivered, team size managed, targets exceeded.

List your expanded responsibilities: If you are doing significantly more than your job description specifies — managing people you were not originally hired to manage, covering for a vacant role, leading a project outside your scope — this is a legitimate basis for a salary conversation.

Decide on your number: Pick a specific figure, not a vague range. Research suggests that making a precise request (e.g. £48,500 rather than "around £50,000") is more effective because it signals that you have done your homework. Aim slightly above your actual target to give room for negotiation.

The Raise Conversation: What to Say

Request a dedicated meeting with your manager rather than raising it informally. This signals that the conversation is important and gives your manager time to prepare.

Opening:

"I wanted to set some time aside to talk about my compensation. I have been in this role for [X period], I am really enjoying the work, and I have taken on [specific responsibilities]. I feel ready to discuss whether my salary reflects my current contribution."

Making the case:

"Over the past year I have [specific achievement 1], [specific achievement 2], and [specific achievement 3]. I have also [taken on/led/delivered X]. Based on my research into market rates for this role and the contribution I am making, I would like to discuss moving my salary to [specific figure]."

After making your request, pause. Do not fill the silence by immediately softening or qualifying what you just said.

Raise Request Scripts for Common Scenarios

Standard annual review conversation:

"I am looking forward to the review. One thing I want to make sure we cover is my salary. I have been tracking my contributions this year and I think there is a strong case for an adjustment. Can we make sure we have time to discuss that?"

After a major achievement:

"The [project/result] landed well and I am proud of what we delivered. I wanted to use this as a natural moment to have a conversation about my compensation — I feel the contribution I am making warrants an adjustment. I would like to propose moving to [figure]."

Market rate is below your current pay:

"I have been doing some research into market rates for [your role] in [your sector/location], and I am seeing that comparable roles are paying between [range]. My current salary is below that range, and given the contribution I have been making — particularly [specific example] — I would like to discuss bringing it in line with the market."

You have taken on substantially more responsibility:

"Since [timeframe], my role has evolved considerably. I am now [new responsibilities]. These were not part of my original scope, and I think it is the right time to have a conversation about whether my salary reflects where the role has actually ended up."

Raise Request Email Template

Subject: Salary review discussion — [Your Name]

Hi [Manager's Name],

I hope this is a good time to reach out. I would like to arrange a time to discuss my salary, as I feel it is the right moment to have that conversation given my tenure and the contribution I have been making.

Over the past [period], I have [brief summary of 2-3 key achievements or responsibilities taken on]. I have also done some research into market rates for my role and level, and I believe there is a case for an adjustment.

I would appreciate the opportunity to discuss this properly when you have time. Would [day/time suggestion] work for you?

Thanks very much,
[Your Name]

How to Handle the Most Common Responses

"We don't have budget right now."

"I understand. Can we agree on a specific timeline — for example, to revisit this at the next review cycle — and put something in writing? I would also like to understand what I would need to demonstrate to make the case."

"You are already well-compensated."

"I appreciate that. I have been doing some research on market rates and I am seeing that comparable roles are paying [range]. I would be happy to share what I have found so we can look at it together."

"Let me think about it and come back to you."

"Of course — I appreciate you taking it seriously. Could we put a time in the diary to follow up? I want to make sure we close the loop."

"We give everyone the same percentage increase."

"I understand the policy. I would like to make the case that my contribution over the past year has been above the typical range — specifically [examples]. I think there is a basis for an exception, and I am hoping you are able to take that to whoever needs to approve it."

A flat no with no explanation

"I appreciate the directness. Could you help me understand what would need to change for this to be a different answer? I want to make sure I am working toward the right things."

What If the Answer Is Still No?

If you make a strong case and the answer remains no, you have useful information. You now know either that the company cannot pay you more, or that they have decided not to. Both are worth knowing.

Ask clearly: "Is this a budget issue or a performance issue?" If the ceiling in this role is already reached, the most effective raise is sometimes a job change. See the guide to job search strategy for a full approach to managing that process.

Update Your Records After a Raise

Once a raise is agreed, get the new figure confirmed in writing. Update your CV and professional records to reflect your current salary for future negotiations. Use resum8 to keep your professional summary current.

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Frequently Asked Questions

How much of a raise should I ask for?

A reasonable raise request is typically 10 to 20% above your current salary, anchored on market rate data and your specific contributions. Going higher than 20% is possible if you have strong market data or have taken on a substantially expanded role, but it requires an equally strong case.

How often should I ask for a raise?

Once a year is the norm in most professional environments, typically aligned to an annual review cycle. Asking more frequently than annually risks coming across as entitled unless your role has changed significantly.

Is it better to ask in person or by email?

In person (or video call) is almost always better for the actual negotiation conversation. An email can be useful to set up the meeting or to follow up in writing afterwards, but the substantive discussion should be face to face where possible.

What if I do not have a formal review process?

Create your own. Request a one-on-one meeting specifically for the purpose, frame it as a career development conversation, and make the salary component one part of a broader discussion about your trajectory and contribution.

Should I mention a competing offer?

Only if you have one and would genuinely consider it. Mentioning a fictional offer is a high-risk strategy — if your employer calls the bluff, you have to follow through or lose credibility permanently.

What should I do if I am nervous about the conversation?

Practise out loud with a specific script before the meeting. The more times you say the words, the less charged they feel. Also remind yourself that the conversation is professional, not personal — you are presenting a business case, not making a demand.