How to ask for a raise

Decide whether it is the right time

Timing helps, though it is rarely the deciding factor. The best moments are after you finish a major project, after you take on extra responsibility, when you get a strong performance review, or before budgets are set for the next year. If you know your company reviews pay once a year, ask a month or two before the review so the request can be included in the plan.

Be careful about asking during a layoff, a hiring freeze or the week after bad financial news. It does not mean you can never ask, only that your manager may have little room to say yes. In those cases it is better to ask for a date to revisit the topic.

If it has been a year or more since your last raise and your duties have grown, you already have a reasonable case. Do not wait for your manager to notice.

Build your evidence

Managers say yes to specific evidence, not to feelings. Spend an hour collecting facts. List what you have done since your last raise or hire date and, wherever possible, attach a number: money saved, time saved, customers served, errors reduced, new tasks added.

• Results: "I reduced invoice errors from about 12 a month to 3."
• Added scope: "I now manage the weekend rota and train every new hire."
• Feedback: a customer email, a manager's comment or a review score you can quote.
• Savings or income: "The new supplier I found saves roughly 400 a month in your currency."

Choose a realistic number

Look at what similar roles pay in your city, using job postings, public salary surveys and what colleagues in the industry are willing to share. Our salary tools can help you compare hourly, monthly and yearly figures. Then decide on three numbers: the figure you would be very happy with, a figure you would accept, and the minimum at which you would start looking elsewhere.

Ask for a little more than your target so there is room to meet in the middle. If you would be happy with a 6 percent raise, asking for 8 or 10 percent is reasonable, as long as you can support it. A request of 40 percent with no reasoning is likely to end the conversation.

If the budget is tight, think about other things that have value: extra vacation days, a title change, a training budget, flexible hours or a bonus. Have one or two in mind before you walk in.

Book the meeting and say what it is about

Do not raise the topic in a corridor or at the end of another meeting. Send a short message asking for a private conversation of 20 to 30 minutes. For example: "Hi Jordan, could we find 30 minutes this week or next to talk about my role and compensation? I would like to share what I have been working on."

Telling your manager the topic ahead of time is fair, and it gives them a chance to check the budget. Surprising someone in the moment tends to produce a quick no.

Choose a time when your manager is not rushed, such as mid morning on a quiet day. Avoid Friday afternoons and Monday mornings if you can.

What to say in the meeting

Begin with appreciation, then move to evidence, then make the ask. Here is a sample script: "Thank you for making time. I have enjoyed the past year here, and I want to talk about my pay. Since last spring I have taken over the monthly reporting, trained two new colleagues and cut order errors from around 12 a month to 3. Based on that and on what similar roles pay in this city, I would like to move to a salary of X. Can we talk about that?"

Say your number once, clearly, and then stop talking. The silence can feel long, but it gives your manager room to think. Do not apologise or fill the gap with a lower figure.

Stay calm and factual. Avoid comparing yourself to a named colleague, and do not mention personal bills or rent. Those points may be true, but they shift the conversation away from the value you bring.

Handling the answer

If the answer is yes, ask when it takes effect and request confirmation in writing. If it is a partial yes, you can say, "That is a good start. Can we agree to review it again in six months?"

If the answer is "not now", ask two questions: "What would I need to achieve to earn this raise?" and "Can we set a date to revisit it?" Write down the answers and send a short follow up email so the commitments exist on paper.

If the answer is a flat no with no path forward, take time to think. You might look at what the market pays and decide to start searching quietly. Updating your resume and applying elsewhere also gives you real information about your options. Do not threaten to quit unless you are truly ready to go.

Mistakes to avoid

Do not ask by email or chat alone, because tone is easy to misread. Do not give an ultimatum you will not follow through on. Do not base the request on length of service alone, since time in a seat is not the same as growth in value.

And do not wait too long. Many people stay silent for years and then ask for a big jump, which is harder to approve than steady increases. Make your case regularly, and keep your results visible between formal reviews.

If you work in a different setting

Not every job has a manager and a yearly review. If you are paid hourly, the same method applies: show what you have added and ask for a specific hourly rate. If you are in a union or a pay scale, ask what step or grade you qualify for and what evidence is needed to move up.

Freelancers and contractors can raise rates with clients by giving notice. A short email works: "From the start of next quarter my rate will move from X to Y. I am happy to keep the current rate for work already booked." Most clients accept modest increases if the work has been reliable.

If you work for a small family business, pay may be more personal. Keep the conversation respectful, bring the same evidence and be ready for a conversation about the firm's finances. A written summary of your results can help even in an informal workplace.