How to Ask for a Raise: Research, Timing, and Scripts

You've taken on more work, delivered results, and noticed that job postings for your role list higher pay than you earn. But nobody has mentioned a raise, and bringing it up feels awkward. You're not alone. Pew Research Center found that only 34% of U.S. workers were extremely or very satisfied with their pay in 2023.

Knowing how to ask for a raise comes down to three things: a number grounded in market data, evidence that you're worth it, and a request made at the right moment. Most of the work happens before the meeting. The conversation itself can be 20 minutes.

This guide walks you through the research, the brag document, how much to ask for, when to ask, step-by-step instructions, scripts for six situations, an email template, and what to do whether the answer is yes, no, or "not now."

Do you have a case for a raise?#

A raise is a business decision. Your manager usually has to justify it to someone else, whether that's a director, HR, or finance. Strong cases rest on reasons the business accepts. Weak ones rest on reasons it doesn't.

Reasons that work, and reasons that don't#

Before you prepare anything, check which kind of case you have. This table shows the reasons managers can take to their approvers and the ones they usually can't.

If your strongest reason is in the bottom half of the table, spend a few months building a better one before you ask.

What your manager needs to say yes#

Picture your manager walking into a budget meeting with your name on a list. They need three things: a number, a short reason the business will accept, and evidence that the reason is true. If you hand them all three, you've done most of their work for them.

They also need to defend the raise against other requests. Budgets for raises are usually limited, so your case competes with your teammates' cases. Clear numbers and a market comparison help yours stand out without you saying a word about anyone else.

A quick readiness checklist#

Run through this list before you schedule anything. If you can't check at least four boxes, use the next month or two to fill the gaps.

• I can name three to five results from the past year, with numbers.
• I have salary data from at least two independent sources.
• I know when my company makes compensation decisions.
• My recent performance feedback has been positive.
• I can describe how my role has grown, if it has.
• I've decided on a target number and a private floor.

Raise or promotion?#

A raise changes your pay in the same role. A promotion changes your level, scope, and title, and usually your pay. If you're already doing work above your level, you may be better off asking for a promotion, which typically comes with a larger increase. Our guide on how to ask for a promotion covers that conversation.

Research what you're worth#

Your number needs to come from the market, not from a hunch. Managers take "here's what the market pays" far more seriously than "I think I deserve more." Use at least two sources so your range holds up if one is challenged.

Where to find reliable salary data#

Each source has strengths and blind spots. Combine them to get a realistic range for your role, level, and location.

The BLS Occupational Employment and Wage Statistics program publishes wage estimates for about 830 occupations by state and metro area. Its latest data covers May 2025. It's a solid baseline, especially for local comparisons. Then check current job postings to see whether pay for your role has moved since.

Know the baseline for wage growth#

It helps to know what an "average" raise looks like. The BLS Employment Cost Index showed wages and salaries for civilian workers rose 3.2% in the 12 months ending June 2026.

Prices matter too. The Consumer Price Index rose 3.4% in the 12 months ending August 2026. A raise smaller than inflation means your pay buys less than it did a year ago, even if the number on your paycheck went up. Don't make inflation your main argument, but keep it in mind when you judge an offer.

Can you talk to coworkers about pay?#

In general, yes. Most private-sector employees who aren't supervisors are protected by federal labor law when they discuss pay with coworkers, and a growing number of states and cities require employers to post pay ranges. Still, use what you learn as background. In the meeting, cite market data rather than a named colleague's salary.

Build your brag document#

Your manager may not remember what you did in February. A brag document is a running list of your results that you bring to the meeting. It turns "I've worked hard" into evidence.

What to include#

• Results with numbers: revenue, savings, time saved, error rates, customer scores, volume handled.
• Scope changes: new responsibilities, people you now train or manage, systems you own.
• Problems you solved: the situation, what you did, and what changed.
• Praise from others: short notes from clients, peers, or leaders, with dates.
• Skills and credentials: new certifications, tools, or training that the team now relies on.

If your wins don't have numbers yet, our guide to quantifying achievements on a resume shows how to estimate them honestly. The free accomplishments generator can also help you turn plain tasks into measurable statements.

Turn it into a one-page summary#

Bring a one-page version to the meeting, or send it ahead. Keep it to five or six bullets plus your market research. Your manager may forward it to the person who approves the raise, so make it easy to read without you in the room.

Keep your brag document running all year, not just before you ask. It also makes self-evaluations much easier to write.

How much of a raise to ask for#

Your number should depend on why you're asking. A raise for strong performance in the same role is usually smaller than a correction for being underpaid or a raise for a job that has grown.

Match the size of your ask to your reason#

These ranges are common starting points, not rules. Your market research should decide the final number.

Pick a target and a floor#

Decide two numbers before the meeting. Your target is the number you'll ask for, usually near the upper middle of your researched range. Your floor is the lowest number you'd accept without starting to look elsewhere. Keep the floor to yourself.

Name a specific number rather than a wide range. If you say "somewhere between $70,000 and $78,000," expect to hear $70,000. If you prefer a range, make the bottom of it your real target.

Use the raise calculator to convert between a percentage and a dollar amount, so you can talk about it either way in the meeting. For example, moving from $68,000 to $76,000 is an $8,000 raise, or about 11.8%.

Why a bigger raise now matters#

Raises compound. Every future percentage increase applies to your new base, so a larger raise today keeps paying off for years. The chart below shows a simple example.

In this example, the person who negotiated 8% in year one earns about $3,400 more in year five, and nearly $16,000 more in total across the five years, from a single conversation.

When to ask for a raise#

Timing doesn't make a weak case strong, but bad timing can sink a strong one. The goal is to ask when your manager has the budget, the attention, and a fresh memory of your results.

Ask before budgets are set#

Many companies decide raises during an annual planning or review cycle. By the time your review meeting happens, the money may already be allocated. Ask your manager or HR when compensation decisions are made, then start the conversation one to three months before that date.

Good and bad moments#

How long should you wait between raises?#

Most people should ask about once a year, often in step with the review cycle. Ask sooner if something significant changes: your scope grows, you take on a manager's work, you earn a credential the team relies on, or you learn you're well below market.

How to ask for a raise, step by step#

Here's the full process from first idea to final answer. Each step builds on the one before it.

1. Learn how raises work at your company. Ask when compensation decisions are made, who approves them, and whether pay bands exist.
2. Research your market value. Use at least two sources and write down a range.
3. Update your brag document. Pull your best five or six results from the past year.
4. Set your target and floor. Decide both numbers and practice saying the target out loud.
5. Request a dedicated meeting. Name the topic so your manager isn't caught off guard.
6. Make your case in the meeting. Thank, show results, share research, name the number, then listen.
7. Handle questions and objections. Stay calm and stick to evidence.
8. Agree on next steps. Confirm who decides, what happens next, and by when.
9. Send a recap email the same day. Summarize what you discussed and any commitments.
10. Follow up on the agreed date. If you hear nothing, check in politely.

Prepare for the questions you'll get#

Your manager will likely ask a few things. Have short answers ready so you don't improvise under pressure.

• "Where did that number come from?" Name your sources and the range they produced.
• "What would you do differently at the higher salary?" Describe the scope you already carry or are ready to take on.
• "Is this about leaving?" Be honest. If you'd like to stay, say so.
• "Can it wait until the review?" Ask whether budgets will still be open by then.

Practice before the meeting#

Say your opening and your number out loud several times. It feels silly, but most people stumble on the number itself. Practice with a friend who will push back with a "we don't have budget" so you've heard it once before it matters.

Scripts for asking for a raise in six situations#

Use these as starting points. Change the details to fit your role, and say them in your own words so they don't sound rehearsed.

Requesting the meeting#

The core meeting script#

When your responsibilities have grown#

"When I started, my role covered A and B. Since then I've taken on C and D, including managing two contractors. Roles with that scope typically pay $X to $Y. I'd like my pay to reflect the job I'm doing now."

When you're paid below market#

"I've been researching pay for my role and level in our area. BLS data and current postings put the typical range at $X to $Y, and I'm currently at $Z. I'd like to talk about a market adjustment to $W so my pay is in line with the role."

When you work remotely#

Ask for a video call rather than a chat message, and send your one-page summary 24 hours before. Remote work can make results less visible, so lean on numbers and written feedback. If your company sets pay by location, check how your location is classified before you cite market data.

When you have a competing offer#

"I want to be open with you. I've received an offer from another company at $X. I'd prefer to stay because I like the team and the work. Is there a way to bring my pay closer to that number?" Only say this if the offer is real and you're prepared to take it. Our guide to counteroffers covers the risks of this approach.

If you'd like a custom version of any of these, the salary negotiation script generator builds a word-for-word script for your situation.

How to ask for a raise by email#

A live conversation is usually best, because your manager will have questions. But email works well in two places: to set up the meeting, and to recap the outcome. If you work across time zones or your manager prefers writing, you can also make the full request by email.

When email makes sense#

• Your manager is remote or travels constantly, and calls are hard to schedule.
• Your company handles compensation requests in writing.
• You want your manager to have time to review the data before responding.
• You need to follow up on a conversation that already happened.

Email template for a full raise request#

The recap email after the meeting#

Send this the same day. It confirms what you agreed and creates a record if your manager changes roles.

"Thanks for talking with me today about my compensation. To confirm: you'll take my request for $76,000 to the director this week, and we'll reconnect by March 15 with an answer. I'll send over anything else you need in the meantime."

How to respond to common objections#

Most managers won't say yes on the spot. Expect a question or a pushback, and prepare a calm answer for each one.

The pattern is the same each time: acknowledge, ask a specific question, and agree on a next step with a date.

What to do if the answer is no#

A no isn't always final. Often it means "not now" or "not this amount." Your goal is to leave the meeting with something concrete: criteria, a date, or a different form of value.

Get the criteria and a date#

Ask what would need to be true for a yes, and when you can revisit it. Write the answer down and repeat it back. Then confirm it in your recap email. A clear set of goals with dates is easier to manage as an individual development plan, and our list of career goals examples can help you frame them.

Negotiate other terms#

If base pay can't move, other terms sometimes can. These are often approved by your manager directly, without the same budget process.

• A one-time bonus or spot award
• Extra paid time off
• A training, certification, or conference budget
• A title change that reflects your current scope
• More flexibility, such as remote days or a compressed schedule
• An earlier review date, such as six months instead of twelve

Decide how long you'll wait#

Set a private deadline. If you meet the criteria and the answer is still no, or the reasons keep changing, it may be time to test the outside market. Pew Research Center found that among workers who quit a job in 2021 and were working again, 56% said they were earning more than in their previous job.

Leaving isn't automatically better, and those figures come from a hot 2021 job market. But it's worth knowing your options. Our guides on the signs it's time to quit your job and running a job search while employed can help you decide and act discreetly.

If the answer is yes: lock in the details#

Congratulations. Before you celebrate, make sure the raise actually reaches your paycheck the way you expect.

Confirm in writing#

• The new salary, as an exact annual figure or hourly rate.
• The effective date, and whether it applies to the next pay cycle or a later one.
• Any change in title or duties that came with it.
• Whether it affects your bonus target or other pay tied to base salary.

Thank your manager#

Your manager likely went to bat for you. A short thank-you, in person and in writing, makes the next conversation easier. Then check your first paycheck after the effective date to make sure the change went through.

Update your records#

Add the raise and the reasons behind it to your brag document. Update your resume and LinkedIn if your title or scope changed. Your next raise conversation starts now.

How to ask for a raise in special situations#

The core process stays the same, but a few common situations call for adjustments.

If you've been in the job less than a year#

You can still ask, but your case should rest on something that changed since you were hired. That might be a larger scope than the job posting described, or evidence that your starting offer was well below market. If neither is true, focus on building results and plan to ask at your first annual review.

If you're paid hourly#

Translate your ask into both an hourly rate and an annual figure, since your manager may think in either. A move from $22 to $24.50 an hour sounds small, but at 40 hours a week for 52 weeks it's a $5,200 annual increase. The salary calculator handles the conversion. Results still matter: shifts covered, error rates, customer feedback, and people you've trained.

If you work at a small business#

The owner is often the decision-maker and may feel every dollar personally. Tie your request directly to revenue, savings, or time you free up for them. If cash is tight, a smaller raise now plus a written plan for a second step in six months can work for both of you.

If you were promoted without a raise#

A bigger title without bigger pay is a common trap. Raise it quickly, while the change is fresh: "I'm excited about the new role. Can we talk about the pay range for this level and where I'll land in it?" If the answer is "next cycle," get a date and a number in writing.

If your company had a tough year#

When results are down, broad raises often shrink. Your individual case can still succeed if your work directly protected revenue or cut costs. Be realistic about the size of the ask, and consider non-salary terms or a deferred increase tied to a specific date.

Mistakes that weaken a raise request#

Even good cases fail because of avoidable mistakes. Here are the most common ones.

• No specific number. "I'd like more money" forces your manager to pick, and they'll pick low.
• Personal finances as the main reason. Rent and tuition matter to you, but they aren't a business reason.
• Comparing yourself with a named coworker. It puts your manager in an awkward spot and shifts focus away from your work.
• Waiting until the review meeting. By then the budget may be gone.
• Asking by chat message. It signals that the request isn't serious and invites a quick "not now."
• Accepting more work without more pay. If your scope grows, raise pay at the same time, not six months later.
• Getting defensive. Pushback is part of the process. Stay curious and ask questions.

Mistakes after the meeting#

The meeting isn't the end. Many requests die because nobody follows up. If your manager promised to "check with HR," set a reminder and ask on the agreed date. If you got a "not yet," track progress on the criteria and bring that progress to the next conversation.

Your next steps#

Asking for a raise is a skill you'll use for the rest of your career. The more prepared you are, the shorter and easier the conversation becomes.

1. Find out when compensation decisions are made at your company.
2. Research your market rate using at least two sources.
3. Build or update your brag document and a one-page summary.
4. Set your target and floor, and check the math with the raise calculator.
5. Request a dedicated meeting and practice your opening.
6. Make your case, listen, agree on next steps, and send a recap the same day.

If your conversation turns into a bigger discussion about your role, our guide on how to negotiate salary covers more advanced tactics, and the promotion request generator can help you build a written case for the next level.