How to Ask for a Raise: A Step by Step Guide With Scripts
The latest pay data, how to build a business case, when to ask, exactly what to say, and what to do if the answer is no.
Short answer
Ask for a raise with evidence, not need. Research the market rate for your role, document two or three results that created value, and pick a good moment, ideally a few weeks before budgets or reviews are set. Then request a meeting, ask for a specific figure or range, and be ready to discuss alternatives. For context, U.S. wages and salaries rose 3.1% in the 12 months to September 2026, while inflation adjusted wages fell 0.6%, according to the BLS, so a raise that only matches the average may not keep up with prices.
What the latest pay data tells you
Before you ask for a raise, it helps to know what "normal" looks like. The U.S. Bureau of Labor Statistics measures how employers' pay costs change through the Employment Cost Index (ECI), released every quarter.
| Measure (civilian workers, 12 months to September 2026) | Change |
|---|---|
| Total compensation | +3.4% |
| Wages and salaries | +3.1% |
| Benefit costs | +3.9% |
| Wages and salaries adjusted for inflation (private industry) | -0.6% |
Source: BLS Employment Cost Index, released October 30, 2026.
Two points stand out. First, a typical raise in this period was around 3%. Second, because prices rose faster than wages, the average worker lost a little purchasing power. A raise that only matches the average may still leave you slightly worse off in real terms.
There is also a useful signal about leverage. For years, people who switched jobs got noticeably bigger raises than people who stayed. That gap narrowed sharply: in February 2026, Axios reported that the Atlanta Fed's Wage Growth Tracker showed a three month average of about 3.5% for job stayers against 4.0% for switchers, close to a record low gap. In a cooler market, asking for a raise where you are can be as worthwhile as looking elsewhere. Read our salary negotiation guide if you are comparing an outside offer.
Raise, promotion or adjustment: know what you are asking for
| Type | What it is | Best evidence |
|---|---|---|
| Merit raise | An increase for strong performance in your current role | Measurable results, feedback |
| Market adjustment | Bringing your pay in line with the market for your role | Salary data, postings, peer pay |
| Promotion with raise | A new title and level with higher pay | Doing work at the next level already |
| Scope based raise | Pay increase because your responsibilities grew | Before and after comparison of your role |
Being clear about which one you want helps your manager route the request correctly. Promotions often follow a different process from pay increases; see our guide on how to get promoted.
How to ask for a raise, step by step
Step 1: Research your market value
Collect three kinds of data:
- Job postings for similar roles in your location or remote market. Many U.S. states, and some other countries, now require pay ranges in job ads, which makes this easier.
- Public wage data, such as government occupational wage statistics for your role and area.
- Peer information: recruiters, professional associations and trusted colleagues. In many countries, including under U.S. federal labor law for most private sector employees, workers have a legal right to discuss pay with each other.
Write down a realistic range for your role, experience and location. Your target should sit in the upper half of that range if your performance supports it.
Step 2: Document your results
Managers approve raises they can justify to their own bosses. Give them the material:
| Result type | Example |
|---|---|
| Revenue or growth | "Grew the accounts I manage by 18% year on year" |
| Cost or time saved | "Automated the monthly report, saving about 10 hours a month" |
| Quality or risk | "Cut invoice errors from 4% to under 1%" |
| Scope | "Took on the team's vendor management after a colleague left" |
| People | "Trained three new hires, who all passed probation early" |
Aim for two or three strong examples rather than a long list. Add any positive feedback from clients or leaders.
Step 3: Choose the right timing
Timing can matter as much as the case itself.
| Good timing | Poor timing |
|---|---|
| A few weeks before annual budgets or reviews are finalized | Right after budgets are locked |
| Soon after a visible win | During layoffs or a crisis |
| When your scope has clearly grown | When your manager is overloaded with a deadline |
| After a strong performance review | In a rushed hallway conversation |
If you do not know your company's budget cycle, ask your manager or HR when compensation decisions are made.
Step 4: Request a dedicated meeting
Ask for time specifically to discuss your compensation, so your manager can prepare.
"Could we set up 30 minutes in the next couple of weeks to talk about my role and compensation? I would like to share some results from this year and discuss next steps."
Avoid surprising your manager in a meeting about something else.
Step 5: Make a clear, specific ask
Structure the conversation in four parts:
- Appreciation and commitment. Show you are invested in the team.
- Your evidence. Two or three results and how your role has grown.
- The market context. Briefly, what similar roles pay.
- The specific ask. A figure or narrow range, then pause.
Script
"I really enjoy working on this team and I want to keep growing here. Over the past year I have taken on vendor management, cut invoice errors from 4% to under 1%, and trained three new team members. Based on that, and on market data for similar roles, which puts the range at about 68,000 to 76,000, I would like to ask for an increase to 74,000. How does that sound to you?"
Then stop talking and listen. Silence feels uncomfortable, but it gives your manager space to respond.
Step 6: Agree next steps in writing
Whatever the answer, close the loop by email the same day:
"Thanks for discussing my compensation today. To confirm, you will take the request for an increase to 74,000 to [name] and we will review it by [date]. In the meantime I will continue leading the vendor project."
Written follow up prevents misunderstandings and keeps the request moving.
Build a one page brag sheet
Before the meeting, put your case on a single page. You may not hand it over, but writing it forces clarity, and it is useful if your manager needs to make the case to their own boss or to HR.
| Section | What to include | Example |
|---|---|---|
| Role summary | Your title, time in role, scope | "Accounts payable specialist, 2 years, 600 invoices a month" |
| Key results | Two or three measurable outcomes | "Cut invoice errors from 4% to under 1%" |
| Scope growth | What you do now that was not in your original role | "Took over vendor onboarding in March" |
| Feedback | Short quotes or recognition from leaders or clients | "Named in the Q2 finance all hands for the audit" |
| Market data | Your researched range and sources | "Postings and wage data: 68,000 to 76,000" |
| Ask | A figure or range and timing | "74,000 from the next pay cycle" |
| Next year | What you plan to deliver | "Automate vendor reconciliation" |
Keep it factual and calm. The aim is to make it easy for your manager to say yes and to defend that yes to others.
Practice the conversation
A raise request is a short, high stakes conversation, so rehearse it like an interview answer:
- Say your opening out loud until it takes under a minute.
- Practice the number. Many people trail off or soften the figure at the last moment. Say it clearly, then stop.
- Role play objections with a friend: "no budget", "wait for review", "you are at the top of the band".
- Prepare your fallback: what you will ask for if the full raise is not possible, such as a smaller increase now plus a review date, or a one time bonus.
Confidence comes mostly from preparation, not personality.
Situations that need a slightly different approach
| Situation | What to adjust |
|---|---|
| You have a new manager | Spend a few weeks sharing results first, so they know your work before you ask |
| You were recently passed over for promotion | Ask what the gap was, agree a plan, then request a review of pay against your current scope |
| Pay is set by fixed scales (public sector, many unions) | Ask about regrading your role, step progression, or reclassification based on duties |
| Your company just had a strong quarter | Reference the results and your contribution to them |
| You are paid hourly | Ask for a new hourly rate and show productivity or responsibility gains |
| You took on a departed colleague's work | Ask for a scope based increase, with a before and after list of duties |
How much should you ask for?
There is no universal percentage. Base your figure on:
- Your market range. The strongest argument for a market adjustment.
- Your results. Exceptional impact justifies the upper end.
- Company norms. If typical merit budgets are around 3%, a request well above that usually needs a promotion, a market adjustment or a clear scope increase to support it.
- Inflation. With real wages slightly negative in 2026, a raise below inflation is effectively a pay cut in purchasing power.
Asking for a specific figure is usually more effective than asking "can I have a raise?", because it anchors the discussion and shows you have done your research.
Handling common responses
| Manager says | How to respond |
|---|---|
| "There is no budget right now." | "I understand. Could we agree on a date to revisit this, and what I would need to show by then?" |
| "You need to wait for your annual review." | "That makes sense. Could we agree now on what a strong outcome would look like, so I can plan for it?" |
| "Let me think about it." | "Of course. When would be a good time to follow up?" |
| "You are already paid at the top of the band." | "Is there a path to the next level, or other options such as a bonus, title or development budget?" |
| "Yes, but less than you asked." | "Thank you. Could we also agree on a review in six months based on [goal]?" |
If the answer is no
A "no" today is information, not the end. Ask:
- What specifically would justify a raise, and by when?
- Can we put those goals in writing and review them in three or six months?
- Are there non salary options? A one time bonus, extra time off, a better title, training budget, flexible work or a larger role.
If you repeatedly meet clear goals and still hear no, your pay may be below what the market will offer. That is when looking at outside roles makes sense. Benchmark carefully: in ZipRecruiter's Q4 2025 survey, only 56.4% of new hires secured higher pay than in their previous role, down from 60.8% the quarter before, so switching does not automatically pay more.
Asking for a raise when you work remotely
Remote workers can be less visible, so documentation matters more:
- Keep a running "wins" document with dates and numbers.
- Share brief monthly updates with your manager.
- Ask for the meeting on video rather than by chat or email.
- Make sure your results are visible to your manager's manager, for example through a short presentation of a project outcome.
Common mistakes
| Mistake | Better approach |
|---|---|
| Basing the request on personal costs ("my rent went up") | Base it on your value and the market |
| Threatening to quit without an offer | Only mention outside offers that are real, and be prepared to accept them |
| Comparing yourself negatively to named colleagues | Use market data, not office gossip |
| Asking without a number | Name a figure or narrow range |
| Asking once and giving up | Agree goals and a date to revisit |
| Not following up in writing | Send a summary email the same day |
Frequently asked questions
How much of a raise is normal in 2026?
In the 12 months to September 2026, U.S. wages and salaries rose 3.1% on average, according to the BLS Employment Cost Index. Merit raises often cluster around that level, while promotions and market adjustments can be larger.
When is the best time to ask for a raise?
A few weeks before your company finalizes budgets or performance reviews, and soon after a clear success. Avoid periods of layoffs or crisis.
Should I mention another job offer?
Only if it is real and you would genuinely consider taking it. A counteroffer may follow, but some managers see it as a sign you are leaving. Never invent an offer.
Can I ask for a raise after one year?
Yes. One year in a role, especially with clear results or added responsibility, is a common and reasonable time to ask. Earlier can work if your role has grown significantly.
What if my manager says the budget is frozen?
Ask what you would need to achieve and agree a date to revisit, ideally in writing. Explore non salary options such as a bonus, title change, training or flexibility in the meantime.
Sources
- Employment Cost Index, September 2026, U.S. Bureau of Labor Statistics (October 30, 2026)
- National Compensation Survey: Employment Cost Index summary, U.S. Bureau of Labor Statistics (2026)
- Pay premium for job hopping narrows to record low (Atlanta Fed Wage Growth Tracker data), Axios (February 18, 2026)
- The ZipRecruiter Survey of New Hires, Q4 2025, ZipRecruiter (2026)
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