Last Updated on July 25, 2026 by Status.net Editorial Team

Table of Contents

• Understanding Your Salary Expectations Part 1
• Timing and Strategy Part 2
• Asking for a Raise: Sample Email to Schedule a Meeting Part 3
• Asking for a Raise: Script Template Part 4
• Sample Phrases to Use When Asking for a Raise Part 5
• Asking for a Raise: Video Call Script Example Part 6
• Asking for a Raise: Sample Email Part 7
• How to Handle a Denied Request When Asking for a Raise Part 8
• Handling a Denied Request: Sample Phrases Part 9
• Salary Negotiation Best Practices Part 10
• Your Career Growth Part 11
• Following up After the Conversation Part 12
• Asking for a Raise: Potential Outcomes Part 13
• When to Seek Alternatives Part 14
• Deciding How Much of a Raise to Ask For Part 15
• Structuring Your Request with the SBAR Framework Part 16
• Choosing the Right Way to Deliver Your Request Part 17
• Asking for a Raise During a Performance Review Part 18
• Adapting Your Script for Different Work Situations Part 19
• Overcoming Nervousness Before the Conversation Part 20
• Common Mistakes That Undermine a Raise Request Part 21
• What Managers Can Do When an Employee Asks for a Raise Part 22

To help you ask for that well-deserved raise, we’ve compiled a collection of scripts and examples to demonstrate how you can effectively communicate your request. These examples are designed to suit various situations and showcase your professionalism while keeping the relationship with your employer intact. Related: When Is the Best Time to Ask for a Raise?

Part 1Understanding Your Salary Expectations

• A good first step is to assess how your position and responsibilities have evolved since you started at the company. Have you taken on new duties or projects beyond your initial job description? If you’ve consistently delivered excellent results and exceeded expectations, be prepared to bring up these accomplishments during your request for a raise.
• Examine your education and specialized skills and compare them to others in your industry. Are you more qualified than your peers, or do you offer unique expertise that sets you apart from the competition? If so, use this information to help establish your case for a salary increase.
• Look into how your organization distributes bonuses and salary increases, and try to understand the decision-making process behind these choices.
• Carrying out market research will help you gain insight into the going rate for similar positions within your industry. Utilize websites such as Glassdoor, Payscale, or Indeed to gather data on average salaries for people in comparable roles, taking into account factors like location, experience, and education.
• Related: When Is the Best Time to Ask for a Raise?

Once you’ve gathered this research, it helps to translate it into a clear, specific case built on real reasons and real numbers rather than a general sense that you deserve more.

• Merit and performance: You’ve consistently met or beaten your goals, and your results are documented in reviews, metrics, or client feedback.
• Added responsibilities: Your day-to-day role has grown well beyond your original job description, even if your title has not changed.
• Market rate misalignment: Your research shows that people in comparable roles, at comparable companies, in your location are paid noticeably more than you.
• Cost of living or inflation: Your salary has not kept pace with rising expenses in your area, even though your performance has stayed strong.
• Promotion or role change: You’ve moved into a new title or a materially different scope of work.
• Retention or a competing offer: You have a genuine offer from another company, or strong outside interest, and would prefer to stay if your current employer can close the gap.

Any one of these reasons can support a raise request on its own. Combining two or three of them, backed with specific examples, tends to make the strongest case.

Part 2Timing and Strategy

Choosing the right moment to ask for a raise is important. Timing your request around the company’s performance, your performance, and other factors can greatly increase your chances of success.

1. Align with business success: Try to ask for a raise when the company is doing well. If your company just closed a big deal or had a successful quarter, it might be a good time to make a request.
2. Quarterly and annual reviews: Many organizations have quarterly or annual review processes. These can be ideal times to discuss your compensation. Take advantage of these scheduled moments to showcase your achievements and ask for a raise. It’s important to come well-prepared to these meetings, with clear examples of your successes and how they’ve benefited the company.
3. After completing a big project or task: If you’ve recently completed a significant project or task, this can be a great time to ask for a raise. Emphasize how your work has contributed to the company’s bottom line and how the additional responsibility or skillset you gained makes you more valuable. Be specific about what you achieved and how it positively impacted the company.
4. Consider the fiscal year: Many companies determine their budgets during specific times in their fiscal year. Research when budget planning typically takes place in your company and try to present your case prior to those periods. This will show you are conscious of the company’s financial cycles and will increase your chances of being considered for a raise.

Your tenure in the role also shapes how your timing will be read by your manager.

• Under six months in the role: It’s often too early to request a raise unless your responsibilities have changed dramatically or you were significantly underpaid at hire.
• Around the one-year mark: This is a natural, low-friction checkpoint that many managers expect, especially if it lines up with your work anniversary or first full review cycle.
• Multiple years without an increase: If a meaningful amount of time has passed with no adjustment, it’s reasonable to raise the topic regardless of where you are in the formal review calendar.

It also helps to notice when timing works against you. Asking right after company layoffs, during a quarter with missed targets, immediately following a visible mistake on your part, or in the first weeks of a new manager’s tenure can make even a well-deserved request harder to land well. Waiting for a steadier moment often serves you better than forcing the conversation on a fixed date.

How to Ask for a Raise: Example Scripts

Part 3Asking for a Raise: Sample Email to Schedule a Meeting

Template 1

Subject: Request for Salary Adjustment Meeting

Dear [Name],

I wanted to discuss my current salary and explore the opportunity for a salary increase. Over the past year, I’ve taken on new responsibilities and have consistently met or exceeded my targets.

Would you be available for a meeting next week to discuss this further? Please let me know a convenient time, and I’ll send a calendar invite.

Thank you for considering my request, and I’m looking forward to our conversation.

Best,

[Your Name]

Template 2

Subject: Request for Meeting to Discuss Salary Increase

Dear [Manager’s Name],

I hope this email finds you well. I would like to request a meeting with you to discuss my salary and the possibility of a salary increase. I have been with the company for [insert number of years] and have consistently demonstrated my dedication to my work and the success of the company.

I believe that my contributions have added significant value to the company, and I would like to discuss the possibility of a salary increase to reflect my contributions. I would appreciate the opportunity to discuss this matter with you in person and provide you with more details about my performance and achievements.

Please let me know your availability to schedule a meeting at your earliest convenience. I am available to meet at your office or any other location that you prefer. Thank you for considering my request, and I look forward to hearing from you soon.

Best regards,

[Your Name]
Keep your subject line calm and specific. Phrases like “Meeting Request: Compensation Discussion” or “Time to Discuss My Role and Salary” read as professional and give your manager context, while something vague like “Quick Question” can get buried or read as low priority.

Part 4Asking for a Raise: Script Template

Introduction:
– Start by greeting your boss and thanking them for taking the time to meet with you.
– State that you would like to discuss your current salary and the possibility of a raise.

Body:
– Begin by expressing your appreciation for your job and the company.
– Explain why you believe you deserve a raise. This could include your performance, achievements, and contributions to the company.
– Provide specific examples of your accomplishments and how they have positively impacted the company.
– Share any additional responsibilities you have taken on since your last salary review.
– Make a request for a salary increase.
– If applicable, mention any industry standards or market trends that support your request for a raise.

Closing:
– Express your appreciation for your boss’s time and consideration.
– Ask if there is anything you can do to help facilitate the process.
– Thank them again for their time and consideration.

Example

• “Thank you for taking the time to meet with me today. I appreciate the opportunity to discuss my current salary and the possibility of a raise.
  Firstly, I would like to express my appreciation for my job and the company. I have enjoyed working here and I am proud of the contributions I have made to the company.
  I believe that I deserve a raise based on my performance, achievements, and contributions to the company. For example, I have successfully completed several projects on time and under budget, and my work has received positive feedback from both colleagues and clients. I have taken on additional responsibilities since my last salary review, including training new team members and leading a project team.
  With this in mind, I would like to request a salary increase. I understand that this is a difficult time for the company, but I believe that my contributions and achievements warrant a salary increase. Furthermore, industry standards and market trends support my request for a raise.
  Thank you again for your time and consideration. Please let me know if there is anything I can do to help facilitate the process. I appreciate your ongoing support and look forward to continuing to contribute to the company’s success.“

This template works well as a spoken outline for an in-person or video meeting. If your conversation is brief or informal, such as catching your manager between meetings, condense it to the request itself and one or two supporting examples rather than the full script.

Part 5Sample Phrases to Use When Asking for a Raise

Introduction:

• “Hi […], thanks for taking the time to meet with me today.”
• “Good morning/afternoon […], I appreciate the opportunity to speak with you. I wanted to discuss my salary and the possibility of a raise.”
  
• “Thank you for your time today, […]. I wanted to discuss my salary with you.”
• “I hope you’re doing well, […]. I wanted to talk to you about the possibility of a raise.”
• “Hello […], I appreciate the chance to speak with you about my compensation.”
• “It’s good to see you, […]. I wanted to discuss my current salary with you.”
• “Thanks for meeting with me, […]. I wanted to talk to you about my salary and the possibility of a raise.”
• “I appreciate your time today, […]. I wanted to discuss my salary and compensation with you.”
• “Good to see you, […]. I wanted to speak with you about my salary and the possibility of a raise.”
• “Thank you for taking the time to meet with me, […]. I wanted to discuss my compensation with you.”

 

Body:

• “I’ve been part of the team for [number of years] and I’m proud to say that I’ve always been committed to our goals and making sure we succeed together.”
• “I believe I have consistently performed at a high level and exceeded expectations.”
• “Over the past year, I have taken on additional responsibilities and contributed to the company’s success.”
• “My achievements include [list specific accomplishments].”
• “I have consistently received positive feedback from clients and colleagues.”
• “I have demonstrated a strong commitment to the company’s goals and mission.”
• “I have successfully completed [list specific projects or initiatives].”
• “I have consistently met or exceeded my performance goals.”
• “I have received additional training and certifications to enhance my skills and knowledge.”
• “I have been working hard to expand my knowledge and expertise in [specific area], and have been able to apply this to my work, resulting in [cite positive outcomes].”
• “I have been proactive in seeking out new opportunities to learn and grow within the company, taking on additional responsibilities such as [cite examples], which have allowed me to make a greater contribution to the team.”
• “I have shown a willingness to take on new challenges and adapt to changing circumstances.”
• “I believe my contributions have positively impacted the company’s bottom line.”
• “In the past year, I have completed several projects that have contributed significantly to the company’s success, such as [specific projects or achievements].”
• “I have taken on additional responsibilities that were not originally part of my job description.”
• “I have completed additional training or certifications that have increased my value to the company.”
• “I have been with the company for [number of years] and have consistently demonstrated my commitment to the organization.”
• “I have been instrumental in [specific project or initiative] and believe that I should be compensated for my contributions.”
• “I have consistently gone above and beyond what is expected of me and have taken on additional tasks without complaint.”
• “I have received positive feedback from clients or customers, which demonstrates my value to the company.”
• “I have consistently demonstrated my ability to work well under pressure and meet tight deadlines.”
• “I have developed new skills that are valuable to the company, such as [specific skills].”
• “I have taken on leadership roles within the company and have been instrumental in mentoring and training other employees.”
• “I have consistently demonstrated my commitment to the company’s mission and values.”
• “I have been actively seeking out new challenges and opportunities to grow within the company, taking on additional responsibilities such as [cite examples], which have allowed me to develop new skills and make a greater impact on the team.”
• “I have consistently demonstrated my ability to work independently and have taken initiative to improve processes and procedures.”
• “I have received positive feedback from colleagues and supervisors, which demonstrates my value to the company.”
• “I have demonstrated my ability to adapt to changing circumstances and have been instrumental in implementing new processes or procedures.”
• “I have consistently demonstrated my ability to work well with others and have been an asset to the team.”
• “Through my hard work and dedication, I have been able to take on new challenges and responsibilities such as [cite examples], which have allowed me to develop new skills and make a greater impact on the team.”
• “I have demonstrated my ability to manage multiple projects simultaneously and have consistently met or exceeded project goals.”
• “I have been consistently exceeding expectations in my role, taking on additional tasks such as [cite examples], which have allowed me to demonstrate my value to the team.”
• “I have demonstrated my ability to problem-solve and have been instrumental in finding solutions to complex issues.”
• “I have been taking on additional responsibilities such as [cite examples], which have allowed me to demonstrate my ability to take on more complex tasks and contribute more to the team.”
• “I have consistently demonstrated my commitment to the company’s goals and objectives.”
• “I am confident that my contributions to the company have increased its profitability and believe that I should be compensated accordingly.”
• “I have been instrumental in improving the company’s processes and procedures, which has resulted in increased efficiency and cost savings.”
• “I have been instrumental in developing or implementing new strategies that have contributed to the company’s success and believe that I should be compensated for my contributions.”
• “I have consistently demonstrated my ability to take on new challenges and have exceeded expectations in my role.”
• “I have been an asset to the team and have consistently demonstrated my ability to work collaboratively towards shared goals.”
• “I have taken on new responsibilities [cite examples] which have expanded my skills and allowed me to contribute more to the team.”
• “Over the past year, I have demonstrated my ability to take on new challenges and responsibilities, including [cite examples], which have greatly expanded my skillset.”
• “I have consistently gone above and beyond in my role, taking on additional tasks such as [cite examples], which have allowed me to make a greater impact on the team.”
• “My contributions to the team have increased significantly since I first joined the company. I have taken on new responsibilities such as [cite examples], which have allowed me to develop new skills and grow in my role.”
• “I have been working hard to improve my skills and knowledge in [specific area], and have been able to apply this to my work, resulting in [cite positive outcomes].”

 

Proposal/Request:

• “I am requesting a [specific percentage] increase in my salary.”
• “Given these accomplishments and my dedication to the company, I would like to propose a [specific percentage] increase in my salary.
• “Given my contributions to the company, I would like to propose a [specific percentage] increase in my salary.”
• “I have researched industry standards, and this request is in line with the current market value for my role.”
• “I have received offers from other companies that are willing to pay me more, but I would prefer to stay with this company if we can come to a mutually beneficial agreement.”
• “Based on my performance and achievements, I believe a [specific percentage] raise is appropriate.”
• “I have demonstrated my commitment to the company and its goals, and I believe a [specific percentage] raise would reflect that.”
• “Considering my accomplishments and dedication, I am proposing a [specific percentage] increase in my salary.”
• “I believe my contributions to the company warrant a [specific percentage] raise.”
• “Given my achievements and potential for growth, I am requesting a [specific percentage] increase in my salary.”
• “I have consistently delivered results and have shown a willingness to go above and beyond, so I am proposing a [specific percentage] raise.”
• “I have shown a strong commitment to the company’s success and believe a [specific percentage] raise would reflect my value and contributions.”
• “I have consistently delivered results and have shown a willingness to go above and beyond, so I am proposing a [specific percentage] raise.”
• “I have shown a strong commitment to the company’s success and believe a [specific percentage] raise would reflect my value and contributions.”

 

Closing:

• “I appreciate the opportunity to discuss my salary with you.”
• “Thank you for considering my request for a raise.”
• “Please let me know if there is anything I can do to help facilitate the process.”
• “I look forward to hearing your thoughts on the matter.”
• “Thank you for your continued support and guidance.”
• “Thank you again for your time and consideration.”
• “I value my job and the company, and I believe a raise would reflect my commitment.”

Phrases to Avoid:

• “Everyone else got a raise, so I think I deserve one too.”
• “I really need the money because of [personal financial situation].”
• “If I don’t get a raise, I’m going to quit.”
• “I know the timing isn’t great, but…”
• “I probably don’t deserve this, but I was wondering…”

These phrases tend to shift the focus away from your value and results, put your manager on the defensive, or undercut your own case before you’ve even finished making it.

Part 6Asking for a Raise: Video Call Script Example

If your conversation will take place over a video call, you can adapt your script to include key points that will be visually displayed on a shared screen or document. For example:

“Hi [Manager’s Name], thank you for joining me on this video call today. I would like to discuss my salary and the possibility of a raise. I prepared a document outlining my accomplishments over the past year, which I will share on the screen now. [Share the document.] As you can see, I have made significant contributions to projects like [specific projects or achievements], taken on additional responsibilities [cite examples], and consistently met or exceeded expectations. Considering this performance and industry standards, I propose a [specific percentage] increase in my salary.”
For a video call, treat the setup with the same care as an in-person meeting. Test your camera and audio beforehand, choose a plain, well-lit background, and share your document early in the conversation so your manager can follow along rather than just listening to numbers.

Part 7Asking for a Raise: Sample Email

Keep in mind that an email request may not be as effective as an in-person conversation, but it can still be a useful tool for initiating the conversation and setting the stage for a future discussion.

Subject: Request for Salary Increase

Dear [Manager’s Name],

I hope this email finds you well. I wanted to express my appreciation for the opportunities and support that [Company Name] has provided me over the years. I am proud to have contributed to the company’s success and growth, and I am committed to continuing to do so in the future.

As you know, I have been with the company for [number of years], and I have taken on additional responsibilities and projects during this time. I believe that my contributions have been valuable to the company, and I would like to request a salary increase to reflect my value and dedication.

Based on my research of industry standards and my contributions to the company, I would like to request a salary increase of [amount or percentage]. I am confident that this increase would bring my compensation in line with my contributions and the value that I bring to the company.

I am open to discussing the details of the increase and any other forms of compensation that may be appropriate. Thank you for your time and consideration.

I look forward to continuing to work together to achieve our goals.

Best regards,
[Your Name]

Template: Requesting a Raise for Increased Responsibilities

Subject: Salary Review Following Expanded Responsibilities

Dear [Manager’s Name],

Over the past [timeframe], my role has grown well beyond what was originally outlined when I joined the team. I have taken on [list new responsibilities], and I believe my current compensation no longer reflects the scope of the work I am doing.

I would like to request a review of my salary to bring it in line with my current responsibilities. I’m happy to walk through the details of what has changed and share any supporting information that would help with this review.

Thank you for considering this, and I look forward to discussing it with you.

Best regards,
[Your Name]

Template: Requesting a Cost-of-Living or Market Adjustment

Subject: Request to Discuss a Salary Adjustment

Dear [Manager’s Name],

I wanted to reach out about my current salary. Based on recent research into market rates for similar roles in our industry and region, I believe there is a gap between my current pay and the typical range for this position.

I’ve genuinely enjoyed my time with [Company Name] and would like to find a way to close this gap while continuing to grow here. Could we set up a time to discuss this in more detail?

Thank you for your time and consideration.

Best,
[Your Name]

Part 8How to Handle a Denied Request When Asking for a Raise

In case your request has been denied, ask your manager or supervisor for feedback on why the request was denied. This will help you understand what you need to improve on in order to be considered for a raise in the future.

1. Be prepared to listen to your boss’s feedback and concerns.
2. Ask for specific feedback on areas where you can improve or where you may have fallen short.
3. Be open to suggestions or alternative solutions, such as a performance improvement plan or additional training or development opportunities.
4. If your boss needs time to consider your request, ask for a timeline or a follow-up meeting to discuss the matter further.

If a raise is not possible at this time, consider other options that may be available to you, such as additional benefits or opportunities for professional development.

Sometimes the conversation does not go as smoothly as planned. A manager may react defensively, seem caught off guard, or even become emotional. If this happens, staying calm and giving them room to process the request often works better than pushing harder in the moment.

1. Acknowledge their reaction without apologizing for making the request itself.
2. Offer to continue the conversation at a later time if they need to gather information or consult with their own manager or HR.
3. Keep the tone collaborative, since a difficult first reaction does not necessarily mean the answer is final.

Part 9Handling a Denied Request: Sample Phrases

• “Can you provide me with specific feedback on areas where I can improve my performance to be considered for a raise in the future?”
• “How can I improve my performance in the areas you mentioned?”
• “What metrics or goals do I need to achieve to be eligible for a salary increase?”
• “Are there any additional responsibilities or projects I can take on to demonstrate my value to the company and be considered for a raise in the future?”
• “Are there any professional development opportunities or training programs I can participate in to enhance my skills and increase my value to the company?”
• “I am open to any suggestions or alternative solutions you may have.”
• “I am open to additional training or development opportunities to improve my skills and knowledge.”
• “I am committed to finding a solution that benefits both myself and the company.”
• “Can we discuss any specific goals or targets that I can work towards to demonstrate my value to the company?”
• “I am committed to my job and the company’s success, and I am open to any feedback that will help me achieve these goals.”
• “Can you provide me with a timeline or timeframe for when I can expect to be considered for a raise again?”
• “Would it be possible to put our next steps in writing so I have something to track my progress against?”

Part 10Salary Negotiation Best Practices

• Approach the conversation with confidence and a well thought out plan. Start by researching the industry standards for your position and determine a salary range that reflects your value in the market. This will give you a clear idea of the numbers you should be aiming for in your negotiation.
• Be prepared with examples of your accomplishments and the contributions you’ve made to the company. Quantify these achievements in terms of revenue generated, cost savings, or improvements made. This evidence will strongly support your case for a salary increase.
• During the negotiation, remain calm and assertive. State your case confidently and listen carefully to your manager’s perspective. They may have information about the company’s financial situation or performance metrics that could impact your proposed raise.
• Be open to considering a counteroffer from your manager. If they’re unable to meet your initial request, discuss if there are any alternative ways to increase your compensation, such as bonuses, stock options, or additional paid time off.
• If you have a higher-paying job offer from another company, consider mentioning this during the negotiation. It’s a powerful piece of leverage that can encourage your current employer to match or even surpass the competing offer. However, be cautious with this tactic, as it could strain your relationship with your manager if not handled professionally and respectfully.
• Lastly, remember that negotiations are a two-way street. Engaging in a respectful and collaborative dialogue with your manager can lead to a mutually beneficial outcome. Keep an open mind, be flexible, and demonstrate your commitment to the company as you work towards finding common ground on your salary increase.
• Consider anchoring the conversation with the highest reasonable number your research supports. Starting near the top of your justified range often results in a final outcome closer to your actual target than opening conservatively.
• Treat silence as a legitimate negotiating tool. After stating your number, resist the urge to immediately soften it or fill the pause. Giving your manager space to respond first often works in your favor.
• If the conversation stalls on the exact figure, try shifting the discussion to timeline. Ask whether a smaller increase now paired with a scheduled follow-up review in three to six months might be possible.

Related: How to Negotiate Salary [Examples]

Part 11Your Career Growth

When discussing a raise, try to highlight your commitment to continued career growth. Show your employer that you’re eager to grow within the company and take on new responsibilities. You can mention the steps you’ve taken, such as completing relevant courses or certifications, to enhance your skills and stay up-to-date in your industry. For example, you could say:

“Over the past year, I’ve completed a project management certification to improve my ability to lead our team effectively. I believe this new skill set has contributed significantly to the success of our recent projects.”

Don’t be afraid to talk about the specific results you’ve achieved thanks to your commitment to continued growth. Share instances where you’ve successfully led your team or increased revenue and efficiency. You might say:

“As a result of my improved skill set, I successfully guided a team of five through three major projects on schedule and within budget.”

Try to tie your career growth directly to tangible benefits for the company. Express your interest in continued personal and professional development and how that will further contribute to the organization’s success.

Make sure to discuss opportunities for advancement within the company. Show that you’re excited about the possibility of growing within the organization and bring up any future projects or roles you’re interested in. For example:

“Looking forward, I’m excited about the upcoming initiatives in our department, and I believe my expertise will be invaluable. I’m enthusiastic about potentially taking on a more significant role and making an even greater impact on the company’s success.”

Part 12Following up After the Conversation

Thank You Note

After discussing your raise with your manager, you can send a thank you note. This shows appreciation for their time and openness to discussing the matter. Keep the note concise and professional, focusing on your gratitude and any additional points you want to reiterate from your conversation.

Thank You Note Template

Subject: Thank You for Discussing My Salary

Dear [Manager’s Name],

I wanted to take a moment to thank you for taking the time to discuss my salary today. Our conversation was insightful, and I appreciate your willingness to consider my request for a raise.

I am grateful for the opportunity to grow in my role at [Company Name] and look forward to contributing even more to our team’s success in the future.

Sincerely,
[Your Name]

If a reasonable amount of time passes, such as the timeline your manager gave you, without an update, a brief follow-up message is appropriate and expected.

Follow-Up Email Template

Subject: Following Up on Our Salary Conversation

Dear [Manager’s Name],

I wanted to follow up on our conversation from [date] about my salary. I understand these decisions can take time, so I just wanted to check in on where things stand and whether there’s any additional information I can provide.

Thank you again for considering my request.

Best regards,
[Your Name]

Part 13Asking for a Raise: Potential Outcomes

1. Your request for a salary increase is accepted. This is the ideal situation, and your manager may agree to a pay raise based on your performance and the company’s budget. Prepare to negotiate the amount, but also show gratitude and continue to work diligently to prove that the higher salary is well-deserved.
2. Your request for a pay increase is met with a counter-offer. Your manager might agree that your performance merits a raise but might propose a smaller increase than you requested. In this case, evaluate the counter-offer, considering factors such as your financial needs, overall job satisfaction, and market value. You might accept the counter-offer, or you could choose to negotiate further.
3. In some cases, your manager might agree that you deserve a raise but claim that the company cannot afford it at the moment. If this occurs, discuss potential alternatives, such as a one-time bonus or non-monetary benefits like additional vacation days or remote work options. Don’t hesitate to ask if there will be a possibility to revisit the salary discussion in the future when the company’s financial situation improves.
4. Lastly, there’s a chance that your request for a salary increase is outright denied. This can be disheartening, but take the opportunity to ask for feedback on your performance and areas in which you can improve to warrant a pay raise in the future. Keep a positive attitude and use the feedback as motivation to grow professionally.

Whatever the outcome, ask for the final decision in writing, whether that is a brief email confirming the new salary and effective date, or an updated offer letter. Having a written record protects both you and your employer and avoids confusion when the change shows up in payroll.

Part 14When to Seek Alternatives

Sometimes, asking for a raise might not be the best solution for your career growth. In those situations, it’s important to explore other opportunities:

New Responsibilities and Tasks

If your tasks and responsibilities are not evolving, despite your performance and contributions, discuss your concerns with your supervisor. Present specific examples of how you contributed to the company’s success and what additional tasks you are willing to take on. Volunteering for new responsibilities can demonstrate your initiative and value to your employer, potentially leading to increased compensation or more meaningful work assignments.

 

Opportunities Within the Company

If your current role is limiting, explore the possibility of moving laterally or vertically within the organization. Identifying these opportunities can help you develop new skills and possibly lead to an increase in pay. Try to keep a professional relationship with colleagues from other departments, and stay aware of internal opportunities at your current workplace.

New Job

If your current employer isn’t offering the growth and salary you deserve, consider looking for a new job. Keep your eyes open for job postings in your field or with companies where you’re interested in working. Update your resume, create an impressive portfolio, and reach out to your network. Taking interviews and seeking job offers from another company can give you an idea of your market value. (Remember to maintain professionalism at your current workplace while job hunting.)

Considering these alternatives allows you to take proactive steps to ensure you continue developing professionally and achieving your full potential.

Part 15Deciding How Much of a Raise to Ask For

One of the hardest parts of this conversation is picking an actual number. A vague request often gets a vague response, while a specific, well-supported figure gives your manager something concrete to act on.

Typical Raise Percentages for Different Situations

• Standard annual or cost-of-living adjustment: Often falls between 3% and 5% in many industries, roughly tracking inflation and typical annual merit budgets.
• Strong performance or merit-based raise: Commonly ranges from 4% to 7%, and sometimes higher in industries facing tight competition for talent.
• Promotion or a significant expansion of your role: Often lands between 10% and 20%, since you’re effectively being compensated for a bigger job.
• Correcting a market gap: If you’re paid noticeably below the going rate for your role, the justified increase can be larger, though some managers prefer to phase a big jump across one or two review cycles rather than all at once.

These ranges are general guidelines drawn from common compensation practices. Your actual number should reflect your own research, your company’s budget cycle, and how your specific situation compares to others in similar roles.

Setting a Target Number and a Walk-Away Number

Before the conversation, decide on three figures: your ideal number, a realistic target you would be satisfied with, and the minimum increase that would still feel worth accepting. Having this range in mind keeps you steady if your manager asks what number you had in mind, or if they respond with a lower counteroffer.

Considering Bonuses, Benefits, and Other Compensation

If base salary movement is limited, ask about bonus targets, extra paid time off, remote work flexibility, a professional development budget, or a title change that supports your future earning power. A smaller base increase paired with a meaningful non-salary benefit sometimes ends up being the better overall outcome.

Part 16Structuring Your Request with the SBAR Framework

If you prefer having a clear structure to follow rather than freestyling the conversation, borrowing the SBAR framework, Situation, Background, Assessment, Recommendation, originally developed for clinical communication in healthcare, can help you organize your case in a tight, logical order that is easy for a manager to follow.

• Situation: State the purpose plainly. “I’d like to discuss a salary adjustment based on my performance and role over the past year.”
• Background: Summarize your tenure, scope, and key facts. “I’ve been in this role for [X years/months], covering [core duties], and recently took on [added responsibility].”
• Assessment: Connect your work to outcomes. “Over that time, I [specific results], and market data for similar roles suggests a range of [X to Y].”
• Recommendation: Make the ask explicit. “Based on this, I’d like to request a [specific percentage or amount] adjustment to my salary.”

This structure keeps emotion out of the delivery, gives your manager a clear decision to respond to, and works equally well in an email, a formal letter, or a spoken conversation.

Part 17Choosing the Right Way to Deliver Your Request

How you deliver your request matters almost as much as what you say. Each channel has its own strengths.

• In person or video call: Generally the most effective option, since tone and body language help convey confidence and allow real-time back and forth.
• Email: Useful for requesting the meeting or following up in writing, though a request delivered only by email can be easier for a manager to defer or set aside.
• Formal letter: Appropriate in more traditional or larger organizations, or when your workplace has a formal compensation review process that expects a written submission.

Formal Letter Template for Requesting a Raise

[Your Name]
[Your Address]
[Date]

[Manager’s Name]
[Company Name]
[Company Address]

Dear [Manager’s Name],

I am writing to formally request a review of my current salary. I have been in my role as [Job Title] for [length of time], during which I have [summarize key contributions, added responsibilities, or measurable results].

Based on my research into market compensation for similar roles, along with the scope of my current responsibilities, I would like to request a salary increase of [amount or percentage]. I would welcome the opportunity to discuss this request in person at a time that works for you.

Thank you for your time and consideration.

Sincerely,
[Your Name]

Pairing a Written Request With a Real Conversation

An email or letter can open the door, but scheduling time to talk allows your manager to ask questions and respond in real time. Use a written request mainly to set the meeting or formally document your case, then bring the substance of your case to the conversation itself.

Part 18Asking for a Raise During a Performance Review

Many companies fold compensation conversations into the formal review cycle, which makes the annual or semi-annual review one of the most natural moments to raise the topic.

• Come with your own documentation of accomplishments rather than relying solely on your manager’s notes or ratings.
• Reframe the conversation from a look back to a look forward. After discussing your rating, transition with a phrase like “Given this feedback, I’d like to talk about how my compensation reflects it.”
• If your company separates the review from the actual compensation decision, ask directly when raises tied to this review typically take effect, so you can set realistic expectations.
• Bring metrics that map to the review criteria your company uses. If reviews rate “leadership,” reference the team you mentored; if they rate “initiative,” reference the project you started on your own.

“Thank you for the positive feedback on my performance this year. Given the results we’ve discussed, I’d like to talk about whether a salary adjustment makes sense as part of this review cycle.”

Part 19Adapting Your Script for Different Work Situations

The core structure of a raise request stays the same across most jobs, but the language and framing shift depending on how you’re paid and who you report to.

Hourly and Wage Employees

If you’re paid by the hour, it often helps to talk in terms of a “wage increase” or “raise in my hourly rate” rather than “salary increase.” Bring concrete numbers: hours worked, attendance record, tasks mastered, or certifications completed.

“I wanted to ask about the possibility of raising my hourly rate from $X to $Y, based on the additional shifts I’ve covered and the training I’ve completed.”

Freelancers and Consultants

For freelancers and consultants, the equivalent conversation is a day-rate or hourly-rate increase discussed with a client, usually around contract renewal. Raising the topic before a contract renews, rather than mid-project, tends to land better, especially when it’s framed around market rate and any change in scope.

“As we approach renewal, I’d like to discuss adjusting my day rate to [amount], in line with the expanded scope we discussed for the next phase.”

After a Promotion or New Job Title

When a raise follows a promotion or a significant new set of responsibilities, the conversation shifts from asking for more pay to confirming that compensation matches the new scope of the role.

“Now that I’ve moved into [new title/responsibilities], I wanted to align on how compensation reflects that change.”

Requesting a Raise Through HR

In some companies, compensation changes route through HR rather than a direct manager, especially in larger or highly structured organizations. It often helps to ask your manager first whether they handle raise decisions directly or whether you should also loop in HR, since skipping your manager and going straight to HR can sometimes feel like it undermines the working relationship.

Part 20Overcoming Nervousness Before the Conversation

Feeling nervous before asking for a raise is common, even for people who are confident in every other part of their job. Asking for money can feel personal, even though it’s fundamentally a business conversation about value and fair pay.

• Practice your opening line out loud, even alone in your car or in front of a mirror. It will feel far more natural once you’ve heard yourself say it a few times.
• Remember that your manager has almost certainly had this conversation before, on both sides of the table, and is unlikely to be caught off guard by the topic itself.
• Write your key points on a small card or your phone so you’re not relying purely on memory in the moment.
• Reframe the conversation as a business discussion about value and market rate rather than a personal favor you’re asking for.

Part 21Common Mistakes That Undermine a Raise Request

• Asking without evidence: Showing up with only “I’ve worked here a long time” rather than concrete achievements weakens the case considerably.
• Comparing yourself to specific coworkers: Bringing up a colleague’s salary can put your manager in an uncomfortable position and shift focus away from your own contributions.
• Leading with an ultimatum: Threatening to quit unless you get a raise can work in rare cases, but it often damages trust, so only use this approach if you’re genuinely prepared to follow through.
• Picking a difficult moment: Right after layoffs, during a rough quarter, or the same week you made a visible error are tough times to press your case.
• Naming a number pulled from thin air: Guessing a percentage without market research invites your manager to negotiate you down easily.
• Framing the request around personal expenses: Mentioning rent or bills can feel relatable, but tying your value to your personal budget tends to weaken the argument compared with tying it to your professional contribution.
• Skipping the follow-up: Letting the conversation fade without a clear next step or timeline often means it quietly disappears from your manager’s priority list.

Part 22What Managers Can Do When an Employee Asks for a Raise

Managers occasionally find themselves on the receiving end of a well-prepared raise request, and how they handle that moment shapes the trust and retention of a valued employee.

• Listen fully before responding, even if you already suspect what the answer will be.
• Ask the employee to walk through specific examples of their contributions rather than relying solely on your own memory of their performance.
• If you cannot approve the amount requested, be honest about the constraint, such as a budget cycle or approval level, and offer a clear next step or timeline instead of a flat no.
• If the request is reasonable and overdue, treat it as useful information about your own management, and consider whether similar conversations should happen proactively rather than only when an employee brings up the issue.

Frequently Asked Questions

How should I approach my boss when requesting a raise?

When approaching your boss for a raise, be prepared and professional. Schedule a face-to-face meeting at a convenient time for both of you. In the meeting, clearly state the purpose of the discussion and present your case with evidence supporting your request, such as your achievements, new responsibilities, and market research on your job’s worth.

What are some effective phrases to use in a raise request?

Using effective phrases can help you articulate your request confidently. Some helpful phrases include:

• “I’ve been reflecting on my accomplishments and the value I bring to the team.”
• “I’ve taken on additional responsibilities and wanted to discuss the possibility of adjusting my salary.”
• “Based on my research, the market rate for my role is X. I’d like to discuss how my current salary compares.”

What timings are most suitable for discussing a salary increase?

It’s typically better to choose a time when your boss is less stressed and more likely to be open to the conversation. You might consider discussing a salary increase:

• After the completion of a successful project
• During a quiet period at work
• During the annual performance review process

What should I consider when asking for a raise during performance evaluations?

When requesting a raise during a performance evaluation, focus on your achievements and growth. Prepare a list of your accomplishments and any positive feedback you’ve received. Use this time as an opportunity to discuss your career goals and how you envision your future within the company. Be open to feedback and ask for their guidance on the steps needed to achieve your goals, including a salary increase.

How can I demonstrate my added responsibilities when asking for a raise?

To showcase your added responsibilities, create a list of tasks and projects you’ve taken on since your last salary review. Highlight your achievements, such as completed projects, exceeded targets, and any positive feedback from clients or colleagues. Provide examples of how you’ve improved processes, saved the company money, or helped grow the business.

What is a reasonable percentage to ask for when requesting a raise?

It depends on the reason behind the request. A standard cost-of-living or merit increase often falls between 3% and 7%, while a raise tied to a promotion or a major expansion of your role can reasonably reach 10% to 20%. Market research on comparable roles in your industry and location gives you the strongest basis for choosing a specific figure.

How do I ask for a raise during a performance review?

Bring your own documentation of accomplishments to the meeting rather than relying only on your manager’s notes. After discussing your rating and feedback, transition directly into the compensation conversation with a phrase like “Given this feedback, I’d like to talk about how my compensation reflects it.”

What should I include in a formal letter requesting a raise?

A formal letter should include your role and tenure, a summary of your key contributions or added responsibilities, a reference to your market research, and a clear, specific request for a percentage or dollar amount. Close by inviting a follow-up conversation.

Is it better to ask for a raise in person or by email?

In person or over video tends to work best, since it allows real-time discussion and gives your manager a chance to ask questions immediately. Email works well for requesting the meeting or documenting your case in writing, but pairing it with an actual conversation generally gets stronger results than email alone.

How do I ask for a raise if I’m paid an hourly wage?

Frame the request as a wage or hourly rate increase, and bring concrete details such as hours worked, attendance, tasks you’ve mastered, and any certifications completed. A specific ask, such as moving from your current rate to a target rate, tends to land more clearly than a general request for “more pay.”

How soon after starting a new job can I ask for a raise?

In most cases, it’s worth waiting until you’ve been in the role long enough to demonstrate results, often around the six-month to one-year mark, unless your responsibilities have changed dramatically or you discover you were significantly underpaid relative to the role from the start.

What if I don’t hear back after asking for a raise?

Give your manager the timeline they mentioned, if one was given. Once that time passes, a brief, polite follow-up email checking on the status of the decision is appropriate and shows continued interest without seeming impatient.

Should I get a raise agreement in writing?

Yes, in most cases. A short email confirming the new salary, effective date, and any other agreed terms protects both you and your employer and helps avoid confusion when the change is processed in payroll.

What does “raise request” mean in a workplace context?

A raise request is a formal or informal ask, made to a manager, supervisor, or HR representative, for an increase in salary or hourly pay, usually supported by performance results, added responsibilities, or market research showing your current pay is below the going rate.

What if I’m too nervous to actually ask?

Nervousness before this conversation is common. Practicing your opening line out loud, writing down your key points in advance, and reframing the discussion as a business conversation about value rather than a personal favor can all help settle your nerves before you sit down with your manager.