To ask for a raise, request a scheduled meeting, bring a short written record of results, and name a specific number backed by market pay data for your role. Time the ask around a review cycle or right after a visible win, and go in expecting a conversation rather than a yes or no. If the answer is no, ask for the reason, a written improvement plan, and a date to revisit it.
Key takeaways
- Ask in a dedicated meeting, not in a hallway or a performance review you did not prepare for.
- Bring three to five documented results, with numbers, dates, and outcomes.
- Name a specific target that market data supports, not just “more.”
- If the answer is no, leave with a plan, a timeline, and a date on the calendar.
When is the best time to ask for a raise?
Ask when your manager has both the reason and the room to say yes. That usually means just before budget planning for the next cycle, during a scheduled review, or immediately after a project that visibly helped the team. Ask about the process early: many companies set raise budgets months before the money appears in your paycheck.
| Timing | Why it works | When to avoid it |
|---|---|---|
| Before annual budget planning | Your manager can still request room for your increase | After the budget has been locked |
| Right after a visible win | Your contribution is fresh and easy to confirm | While the team is in crisis mode |
| During a scheduled review | There is already a formal conversation on the calendar | When you have no results documented |
| After you take on new scope | The work has changed and the pay can be recalculated | Before the new duties are visible to anyone else |
Tip
Ask your manager “When does the next compensation cycle start?” rather than “Can I get a raise?” The first question gets you a date and a process; the second can get you a polite maybe that goes nowhere.
How do you prepare the case for a raise?
Build a one-page case in three parts: what you were hired to do, what you did beyond that, and what the market pays for the work you now do. Use numbers wherever you can — revenue, costs saved, time reduced, accounts retained, error rates, project delivery. Then compare your current pay with public data for the role and location.
| Evidence | Weak version | Strong version |
|---|---|---|
| Achievements | “I work hard and I’m reliable.” | “I led the onboarding redesign that cut new-hire setup time from five days to two.” |
| Scope | “I do a lot more than my title says.” | “I now manage two vendors and own the reporting that a senior analyst used to handle.” |
| Market pay | “I think I’m underpaid.” | “Comparable roles in this area pay in the range of $X to $Y, and I’m at the bottom.” |
| Ask | “Can I get a raise?” | “I’d like to move my base to $72,000 this cycle, which is the middle of the range for this level.” |
For the market number, start with official wage data. CareerOneStop's Salary Finder publishes wages by occupation and area, and O*NET OnLine covers the same ground with task-level detail. Write down the range, decide which number you would accept, and decide what you will do if the answer is no. Every dollar figure on this page is a hypothetical example, not a quote from those tools.
What should you say when you ask for a raise?
Ask for the meeting first, then make the case in person or on video. Keep the ask to about ten minutes: thank your manager, summarize your three to five results, state market context in one sentence, name your number, and stop talking. Let them respond before you fill the silence. CareerOneStop's salary negotiation guidance (U.S. Department of Labor) recommends researching the market range and stating your target professionally.
How to set up the meeting
“I’d like to set up 20 minutes this week to talk about my compensation. I’ve put together a short summary of what I’ve delivered this year and where my role sits in the market. Would Thursday or Friday work better for you?”
How to make the ask
“Thanks for making time. Since my last review I’ve taken on the vendor reporting and led the two migrations, which are outside my original scope. Comparable roles in this area pay between $68,000 and $78,000, and I’m at $64,000. I’d like to move my base to $72,000. What would it take to make that happen this cycle?”
What should you do if your manager says no?
A no is useful information, but only if you ask what is behind it. Find out whether the constraint is budget, timing, or performance, then turn the answer into a specific next step. If the issue is budget or timing, ask for a date and a written commitment to revisit. If the issue is performance, ask exactly what “ready” looks like and get it in writing.
What to say after a no
“I understand. Can you tell me what would need to change for this to be possible? If it’s the budget cycle, could we agree on a date to revisit it, and put the target in writing so we’re working from the same number?”
Warning
Do not threaten to quit unless you are genuinely prepared to leave. A bluff that gets called forces you to either follow through or lose credibility, and managers remember both. If you are ready to go, have an offer in hand before the conversation.
Should you ask for a raise or a promotion?
A raise changes your pay for the work you already do. A promotion changes your level, title, and usually your pay along with them. If your responsibilities have grown into the next level, ask for the promotion and let the raise follow; our guide to asking for a promotion covers the evidence, timing, and scripts. If your scope is unchanged but the market has moved, ask for the raise.
| Situation | Ask for | What to bring |
|---|---|---|
| Same role, pay below market | A raise to the market range | Wage data for the role and location |
| You already do the next level’s work | A promotion with the matching band | Evidence of the higher-level scope and results |
| Reviews are frozen or delayed | A written target and a review date | A summary of results and the agreed number |
| Pay is fine but the role is stuck | A development plan | Specific skills or projects that lead to the next level |
What weakens a raise request?
Many failed raise conversations go wrong before the meeting starts. The common problems are personal reasons instead of business results, no specific number, and no fallback plan for a no.
| Mistake | Better approach |
|---|---|
| “I need more money” framing | Lead with results and market pay |
| Asking for a vague increase | Name a specific target and justify it |
| Comparing yourself to a coworker | Compare the role to the market and your scope |
| Springing the ask in a hallway | Schedule a dedicated conversation |
| Accepting “maybe next year” with no date | Ask for a review date and a written target |
If the conversation ends without a path forward, it may be time to test the market. The guide to salary counter offers shows how to negotiate when a new offer arrives, and how to negotiate salary covers the full sequence from research to a signed letter. If testing the market produces an offer, compare the full packages with the job offer comparison framework before you decide.
What should you check before the meeting?
- You have three to five results written down with numbers and dates.
- You know the market range for your role, level, and location.
- You have one specific target number and a reason behind it.
- You know what you will ask for if the answer is no.
- The meeting is on the calendar for at least 20 minutes.
- You have your summary on one page you can share afterward.
- You are ready to listen to the answer before responding.
How we researched this guide
We build salary guides from primary and official sources. This page draws on O*NET OnLine's occupation, task, and wage data and CareerOneStop's Salary Finder (both U.S. Department of Labor resources), plus CareerOneStop's salary negotiation guidance. The scripts and dollar figures on the page are our own hypothetical examples, not market statistics.
Pay practices change, and this page is reviewed when the underlying guidance changes. If you spot an error or an outdated source, email us — our editorial policy explains how corrections work.
Note
Pay practices and pay transparency rules vary by employer and location. Check your company handbook and your state labor department for the rules that apply to you. This article is general information, not legal advice.
Frequently asked questions
How do you ask for a raise professionally?
Request a short meeting, bring three to five documented results, and name a specific target that market pay data supports. Make the case in minutes, not a monologue: what you delivered, what the market pays, and the number you want. Ask what it would take to make it happen, then stop talking and listen to the answer.
When is the best time to ask for a raise?
Ask before the annual budget is locked, during a scheduled review, or right after a visible win that your manager can confirm. Ask about the compensation cycle early so you know the real deadline. Avoid times when the team is in crisis or when your manager cannot influence the budget, and do not spring the request in a hallway.
How much of a raise should you ask for?
There is no universal percentage. Ask for the number that brings your pay into the range your research supports for the role and location, and be ready to explain why. If your scope has grown into the next level, ask for the promotion and the matching band instead of a small base bump. Name one number, not a range.
What do you say if your boss says no?
Ask what is behind the no: budget, timing, or performance. Then turn the answer into a next step. If it is budget or timing, ask for a date to revisit and a written target. If it is performance, ask exactly what ready looks like. Leave the meeting with a plan and a date rather than a vague promise.
What if your manager says the budget is frozen?
Ask what the freeze covers and when it is expected to lift, then turn the answer into a date and a written target. A frozen salary budget may still allow other terms, such as a title change, a development plan, or more flexible working arrangements. If nothing can move now, decide how long you are willing to wait and ask for a specific review date.
Should you mention another job offer when asking for a raise?
Only if the offer is real and you are prepared to leave. A genuine offer can create urgency, but presenting it as a threat usually backfires. Use it to explain your timeline, not to force a number: say that you would rather stay, and ask what is possible. If you have no other offer, use market data and your results instead.
Sources and further reading
We link to primary and official sources so you can verify the details yourself.
How this guide was written. This page is part of Role Handbook, an independent career publication. We research each guide against primary and official sources, use worked examples and scripts instead of vague advice, and update pages when the underlying rules or practices change. Every page lists its sources. See our editorial policy for details and corrections.