How to Ask for a Raise

Asking for a raise comes down to three things: the right number, the right evidence, and the right timing. Get all three aligned and the conversation becomes much easier to have.

Before You Ask Anything, Know Your Number

You need a specific number before you walk into any raise conversation. Vague requests �?"I'd like to earn more" �?give managers nothing to approve. A clear dollar amount or percentage target gives them something to work with.

Start by using the salary raise calculator to find your current raise percentage and new salary. Then decide what you are actually asking for. Most reasonable raise requests fall between 5% and 15%, depending on your role, market, and what changed since your last review.

If you are unsure what to ask for, read how much should I ask for in a raise before continuing.

Build Your Business Case First

A raise request is a business proposal. The strongest ones connect your work directly to outcomes the company cares about: revenue, cost savings, customer retention, or team output.

Before the meeting, write down three to five specific contributions from the past six to twelve months. Each one should include what you did, what it produced, and �?where possible �?a number. "Reduced onboarding time by two weeks" is stronger than "improved onboarding."

If you took on new responsibilities since your last review, list them separately. Expanded scope is one of the clearest justifications for higher pay. Bring the list with you or reference it in a follow-up email.

Choose the Right Moment

Timing affects outcome more than most people realize. Asking immediately after a budget freeze or a difficult quarter reduces your chances even when the case is strong.

Better moments to ask:

• After a clear win. A completed project, a positive client outcome, or a public recognition keeps your value top of mind.
• Before annual reviews. Many budgets are set before formal reviews happen. Asking in the weeks leading up to the review cycle gives managers time to plan for your request.
• After taking on new scope. If your role has grown but your pay has not, that gap is a natural opening.
• When the company is doing well. Raises are easier to approve when the business has room.

Avoid asking during high-stress periods, after team layoffs, or when your manager is visibly under pressure.

Request a Dedicated Meeting

Do not bring up your raise in a passing conversation, at the end of a check-in, or in a group setting. Request a short, focused meeting with your manager specifically to discuss your compensation.

A simple message works:

> "I'd like to schedule some time to discuss my salary. I've put together some notes on my contributions over the past year and would appreciate the chance to talk through compensation. Would 20 or 30 minutes work this week or next?"

This gives your manager time to prepare and signals that the conversation is planned, not reactive.

What to Say in the Meeting

Open by acknowledging the relationship and the work before moving to the ask. Then state your case in three parts: what you have delivered, what you are requesting, and why it is reasonable.

A simple structure:

1. Summarize your contributions. Keep it to two or three points. The goal is to remind your manager of the value you have added, not to recite your job description. 2. State the ask directly. "Based on what I've taken on and current market rates, I'm requesting a raise to [amount] or a [X]% increase." 3. Explain the basis briefly. "That reflects the expanded scope of my role and keeps my compensation aligned with the market."

Then stop and let your manager respond. Do not oversell, repeat yourself, or apologize for asking.

Handle Common Responses

If they say yes: Confirm the amount, effective date, and whether anything needs to be signed. Follow up with a brief email summarizing what was agreed.

If they say not now: Ask what would need to change and when the decision can be revisited. Get a timeline if possible. A clear path is more useful than a vague maybe.

If they say no: Ask for feedback. "What would I need to demonstrate to make a stronger case at the next review?" That question turns a no into a roadmap. Document the answer and track your progress against it.

If they counter with a smaller amount: Decide in advance whether you are willing to accept a partial increase. If the number is lower than expected but reasonable, you can accept and ask for a mid-year review date. If it is too low, it is fair to say you appreciate the offer but were hoping to get closer to your original figure, and ask what the path to that number looks like.

Put It in Writing After the Meeting

Whether the answer is yes, not yet, or a counter, send a short follow-up email within 24 hours. For an approved raise, confirm the details. For a pending decision, summarize what was discussed and note any next steps.

Written follow-ups protect you. They create a record and reduce the chance of miscommunication later. They also show professionalism, which reinforces your case if the conversation continues.

You can find a ready-to-use template in the salary increase request email guide.

If You Are Not Getting Anywhere

If you have asked twice with a strong case and received only delays or minimal increases, widen your view. That might mean exploring other roles internally, researching external opportunities, or simply understanding what the market is willing to pay for your skills.

A competing offer is one of the fastest ways to clarify your value to your current employer �?but only use it if you are prepared to follow through. Using a competing offer as a bluff and then declining it tends to create long-term trust problems.

Before taking that step, make sure you have given the internal conversation a real chance. Related reads: how to ask for a raise after a small raise and what is a good raise percentage.