How to Ask for a Pay Rise: The Complete Guide (2025)

Asking for a pay rise feels terrifying for most people. Your heart races, you second-guess yourself, and you might even talk yourself out of it entirely. But here's the thing – if you don't ask, the answer is always no. This guide will walk you through exactly how to approach it with confidence.

Why Most People Deserve a Pay Rise (But Never Ask)

Research shows that 70% of people who ask for a pay rise get one, yet only 37% of workers have ever asked. The biggest barrier? We're our own worst enemy. We assume we're not worth it, worry about seeming greedy, or fear damaging our relationship with our boss.

Reality check: Your employer expects you to advocate for yourself. It's part of being a professional.

Step 1: Do Your Homework (This is Where Most People Fail)

Before you even think about having "the conversation," you need to arm yourself with facts. Walking into your boss's office and saying "I think I deserve more money" is not a strategy – it's a recipe for disappointment.

Research Your Market Value

Start by finding out what people in similar roles are actually earning. Don't just Google "average salary" and call it a day. You need to be specific:

Your exact job title and responsibilities – A "Marketing Manager" at a startup is very different from one at a Fortune 500 company
Your location – London salaries are different from Manchester, Sydney from Brisbane
Your experience level – Two years experience vs. five makes a huge difference
Your industry – Tech companies typically pay more than non-profits

Best Resources for Salary Research:

Free Resources:

• Glassdoor (but take with a pinch of salt)
• LinkedIn Salary Insights
• Government salary surveys
• Industry association reports

Premium/Better Sources:

• Robert Half Salary Guide
• Recruitment agencies in your field
• Professional network conversations
• Job advertisements (read between the lines)

Document Your Achievements

This is where most people go wrong. They walk into the meeting and say "I work really hard" or "I've been here for two years." That's not evidence – that's opinion.

Instead, create a "brag document" (yes, that's a real term) with specific, measurable achievements:

Good vs. Vague Achievement Examples:

❌ Vague

"I've improved our customer service"

✅ Specific

"I reduced customer complaint response time from 48 hours to 6 hours, increasing customer satisfaction scores by 23%"

❌ Vague

"I've taken on more responsibilities"

✅ Specific

"I now manage a team of 3 people and the entire social media strategy, responsibilities that were previously handled by two separate roles"

Step 2: Calculate What You Want (And What You'll Accept)

Don't just pick a random number that sounds nice. You need three figures:

🎯 Your Target

This is your ideal outcome – ambitious but realistic based on your research.

Tip: Aim 10-20% higher than what you'd be happy with

✅ Your Accept

This is what you'd genuinely be pleased with – your realistic expectation.

Usually 10-15% above your current salary

🚫 Your Walk-Away

Below this, you're better off looking elsewhere.

Keep this to yourself – it's your safety net

Step 3: Master the Timing

Timing isn't everything, but it's pretty damn important. Ask at the wrong time, and even a reasonable request can get shot down.

Perfect Times to Ask:

After a major win – You just closed a big deal, completed a successful project, or received glowing feedback
During performance reviews – It's literally the time set aside to discuss your value
When you've taken on new responsibilities – Your role has evolved beyond your original job description
Company doing well financially – Good quarterly results, new funding, expansion plans

Terrible Times to Ask:

Right after the company announced layoffs or budget cuts
When your boss is clearly stressed or having a bad day
During busy season when everyone's overwhelmed
Immediately after you've made a mistake or missed a deadline

Pro Tip: The Monday Morning Rule

Never ambush your boss with this conversation. Send a brief email asking to schedule a meeting to "discuss my role and development." This gives them time to prepare and shows you're being professional.

Step 4: The Conversation Script (That Actually Works)

Here's the thing about scripts – they're not meant to be recited word-for-word like a robot. They're frameworks to keep you on track when your nerves kick in.

The 4-Part Framework:

1. The Setup (Build Context)

"Thanks for making time to meet with me. I wanted to discuss my role and contribution to the team. Over the past [time period], I've really grown in this position and taken on responsibilities that have evolved beyond my original job description."

2. The Evidence (Show Your Value)

"Specifically, I've [specific achievement #1], [specific achievement #2], and [specific achievement #3]. These contributions have [quantifiable impact on the business]. I've also taken on [new responsibilities] which weren't part of my original role."

3. The Ask (Be Direct)

"Based on my research of market rates for someone with my experience and responsibilities, I believe my compensation should reflect this increased value. I'd like to discuss adjusting my salary to £[X amount]."

4. The Close (Open for Discussion)

"I'd love to hear your thoughts on this and understand what might be possible. I'm committed to continuing to grow in this role and deliver even more value to the team."

Step 5: Handle Objections Like a Pro

Your boss probably won't say "yes" immediately. That's normal. Here's how to handle the most common responses:

"We don't have the budget right now"

Your response: "I understand budget constraints. Could we discuss what might be possible in the next budget cycle? In the meantime, are there other ways we could recognize this contribution – perhaps additional vacation days, flexible working arrangements, or professional development opportunities?"

"You're already at the top of your pay band"

Your response: "That's helpful to know. Given that my responsibilities have expanded beyond the original role, could we discuss whether there's a more senior position that better reflects what I'm doing? Or could we explore adjusting the pay band based on my current contributions?"

"Let me think about it"

Your response: "Of course, I appreciate you considering it. Would it be helpful if I put together a summary of what we discussed? And could we schedule a follow-up meeting in two weeks to continue the conversation?"

What If They Say No?

Rejection stings, but it's not the end of the world. Here's what to do:

Your Next Steps After "No":

1. Ask for specific feedback: "What would I need to achieve for us to revisit this conversation?"
2. Get a timeline: "When would be appropriate to discuss this again?"
3. Explore alternatives: Better job title, more vacation, flexible working, training budget
4. Document everything: Follow up with an email summarizing the conversation
5. Set a timeline for yourself: If nothing changes in 6-12 months, it might be time to look elsewhere

Common Mistakes That Kill Your Chances

I've seen people sabotage perfectly reasonable requests with these classic errors:

The Mistake	Why It Fails	Do This Instead
Asking because you need more money	Personal financial needs aren't your employer's problem	Focus on your value and market rates
Comparing yourself to colleagues	You don't know their full situation or performance	Compare to market rates and your own growth
Threatening to quit immediately	Comes across as manipulative and unprofessional	Express ambition and desire for growth
Asking via email or Slack	Important conversations deserve face-to-face time	Schedule a proper meeting

Calculate Your Target Salary

Before you have the conversation, use our calculator to understand exactly how much a pay rise would impact your take-home pay. This helps you speak in concrete numbers during negotiations:

Salary Calculator

See exactly what different salary levels mean for your monthly budget

The Follow-Up (This Is Where Success Is Won or Lost)

Most people have the conversation and then... wait. Don't be most people. Professional follow-up shows you're serious and keeps the momentum going.

Sample Follow-Up Email (Send Within 24 Hours):

Subject: Thank you for our conversation about my role

Hi [Boss's name],

Thank you for taking the time to discuss my role and compensation yesterday. I appreciate you listening to my request and considering the points I raised about my contributions to the team.

To summarize what we discussed: I've requested a salary adjustment to £[X] based on [brief recap of key points]. You mentioned you'd need to [whatever they said - check with HR, review budget, etc.].

I'm happy to provide any additional information that might be helpful. Would it work to follow up in [agreed timeframe] to continue our discussion?

Thanks again for your consideration.

[Your name]

Final Thoughts: You're Worth More Than You Think

Here's what I wish someone had told me earlier in my career: asking for a pay rise isn't greedy – it's professional. Your employer isn't doing you a favor by paying you fairly; fair compensation is part of a healthy working relationship.

The worst thing that can happen is they say no. And if they do? You've learned something valuable about how much your employer values your contribution. That information is worth having, even if it's not what you hoped to hear.

Remember:

• 70% of people who ask for a pay rise get one
• Most managers expect their good employees to advocate for themselves
• The earlier in your career you start asking, the more you'll earn over your lifetime
• Even if they say no, you've planted a seed for future conversations

Go on then. Do your research, practice your pitch, and book that meeting. Future you will thank you for it.