How to negotiate a raise: preparation, timing and what to say

Knowing how to negotiate a raise is one of the most valuable money skills there is, because every increase compounds: it raises future raises, bonuses and often pension contributions too. Yet many people never ask, or ask without preparing.

A good raise conversation is not a confrontation. It is a business case, built on evidence and delivered at the right moment. This guide walks through the steps. It is general information, not financial or legal advice.

Research your market value

Start with facts. Look up salary data for your role, level, industry and region using official statistics, salary surveys, job listings that show pay ranges and, where available, collective agreements. Talk to peers and recruiters in your field if you can.

Gather a range rather than a single number. Note where you sit within it based on experience, skills and responsibility. If your company has pay bands, ask HR or your manager where your role falls. In the EU, pay transparency rules are expanding employees' rights to information about pay levels, so check what applies where you work.

When is the best time to ask for a raise?

Timing can matter as much as the argument. Budgets are often set before the financial year starts, so raising the topic a few months ahead of annual reviews gives your manager time to plan.

Good moments include after a clear success, when you take on new responsibilities, after a strong performance review or when the company is doing well. Poor moments include times of layoffs, a missed target or a manager's especially stressful week. Ask for a dedicated meeting rather than bringing it up in passing.

A good raise conversation is not a confrontation. It is a business case.

Build your case with evidence

Your manager needs arguments they can pass on to their own boss or HR. Focus on value, not personal needs. Rising rent is real, but it is not a reason your employer pays for.

Prepare a short, written summary of your contributions since your last salary change.

Make this a habit rather than a scramble before the meeting. Keep a running document through the year where you note wins, feedback and new tasks as they happen. By the time your review comes around, you will have concrete examples with dates and figures instead of vague memories, and your case will be much harder to dismiss. Share a short version with your manager in advance if that fits your workplace culture, so they have time to consider it and, if needed, gather support from HR or their own boss before you sit down together.

• Results with numbers: revenue, savings, time saved, projects delivered.
• New responsibilities you have taken on beyond your job description.
• Skills and qualifications you have added.
• Positive feedback from clients, colleagues or leaders.
• Market data showing where your pay sits relative to similar roles.

How much of a raise should I ask for?

Base the number on your research, not a guess. If you are being paid below market rate, ask to be brought to the appropriate level. If you are already at market rate and have grown in the role, a request somewhat above a standard annual adjustment is common.

Name a specific figure rather than a vague range. Research on negotiation shows that the first number mentioned tends to anchor the conversation, so aim a little above what you would accept, while staying credible. Leave room to meet in the middle.

What to say when asking for a raise

Keep it clear and calm. Open by saying you would like to talk about your salary, summarise your contributions and the market data, then state your number and stop talking. Silence feels uncomfortable, but it gives your manager space to respond.

A simple structure works well: 'Over the past year I have taken on X and delivered Y. Based on that and on market data for similar roles, I would like to discuss increasing my salary to Z. What would it take to make that happen?'

Practise out loud beforehand. Anticipate objections such as budget limits or timing, and prepare calm responses.

Negotiate beyond base salary

If the budget for base pay is tight, other forms of compensation may be easier to approve.

• A one-off bonus or a performance-linked bonus
• More holiday days
• Flexible hours or more remote work
• Training budget or a paid qualification
• Higher employer pension contributions
• A new title with a scheduled pay review

What to do if your raise is denied

A no is rarely final. Ask what exactly you would need to achieve to earn the increase, and agree on concrete goals and a date to revisit the conversation, ideally within three to six months. Confirm the agreement in a short follow-up email.

Stay professional and keep delivering. If the answer stays no despite clear evidence and market data, that is useful information too. It may be a sign to look at opportunities elsewhere, where changing employers often brings a larger step up than an internal raise.

Frequently asked questions

Negotiating a raise is a skill you can learn. Research your market value, choose a good moment, prepare a clear record of your results, name a specific number and stay calm through the conversation. Even if the answer is not yes straight away, you will leave with a clearer path to the pay you deserve.

How we research: Guides are written from established sources and checked for accuracy. They are general information, not professional advice.