In 2026, US employers paid an average 3.1% merit increase and a 3.4% total increase budget; for 2027 they project 3.2% and 3.5% (Mercer QuickPulse, 2026). Ask for more than the average when you're paid below the market range for your job, your role has grown, or you're being promoted — and always ask for a specific new salary in dollars.
What do employers actually budget for raises?
| Merit increase | Total increase budget | |
|---|---|---|
| 2026, actually paid | 3.1% | 3.4% |
| 2027, projected | 3.2% | 3.5% |
Source: Mercer QuickPulse US Compensation Planning Survey — 2026 actuals from March 2026 (756 employers), 2027 projections from July 2026 (just over 1,000 employers). "Merit" is the performance-based raise; "total" also includes promotions and adjustments. The averages include employees who got no raise at all.
What this means for you: a request near 3% to 3.5% fits inside the typical budget and needs little justification. Anything well above it needs a reason your manager can repeat to their own boss.
What counts as a good raise?
A "good" raise depends on two questions:
- Where is your pay compared with the market? If you're below the 25th percentile for your job and state, even a 10% raise may still leave you below market.
- How much has your job grown? If you now do work at the next level, the right comparison is the pay for that level.
Here's how the same 5% raise looks on different salaries (national BLS medians, May 2025):
| Job | National median | Median + 3.4% | Median + 5% |
|---|---|---|---|
| Customer Service Representatives | $44,770 | $46,300 | $47,000 |
| Licensed Practical and Licensed Vocational Nurses | $64,400 | $66,600 | $67,600 |
| Accountants and Auditors | $83,680 | $86,500 | $87,900 |
| Electrical Engineers | $120,630 | $124,700 | $126,700 |
When should you ask for more than the average?
You're paid below market. Compare your salary with the BLS range for your job in your state. If you're below the 25th percentile, a "market adjustment" up to the median is a fair, data-backed ask — it's about what the job is worth, not about you asking for a favor. Check where you stand.
Your role expanded. Leading people, owning a budget, covering for a colleague who left — if you've been doing a bigger job for a few months, ask for pay that matches it.
You're being promoted. Promotions often come with a "standard" increase. Ask what the pay range for the new level is, and where your results place you in it. See how to ask for a raise for the promotion script.
You had an exceptional year — and can show it with numbers.
How to pick your number in three steps
- Start from the market, not from your current salary. Look up the BLS range for your job in your state. Note the 25th percentile, the median and the 75th percentile.
- Place yourself. With 3–5 years of experience, the median to the 75th percentile is a reasonable target zone; with 10+ years, the 75th to the 90th. If your current salary is already inside your zone, your case rests on results; if it's below, your case rests on data.
- Turn it into one number. Pick a specific new salary — rounded to a clean amount — that is at or slightly above where you want to land. Your manager will often come back lower; a number with a little room lets you meet in the middle and still reach your goal.
Write the number down before the meeting. People who decide in the room tend to ask for less.
Raise or one-time bonus?
When the budget for base increases is tight, a manager may offer a one-time bonus instead. That can be a fair trade, but know the difference: a base raise carries into every future year — and usually into your next raise and your next offer — while a bonus is paid once. If you accept a bonus now, ask for the base increase to be reviewed at a fixed date, in writing.
Calculate your ask
Enter your job, state, experience and current salary. The calculator shows what an average raise would be in dollars and — if you're below the market range — a data-backed number to ask for.
Scripts
Over the past year I've [result with a number] and taken on [new responsibility]. I know the typical raise budget this year is around 3%. Given the scope of my role now, I'd like to ask for a raise to [your number].
I've looked at the market data for my role. The BLS median for [job] in [state] is [median], and I'm at [current salary], below the 25th percentile. I'd like to ask for an adjustment to [your number] to bring my pay in line with the market.
Thank you — I appreciate it. Given [the bigger scope / the gap to the market rate], could we look at [your number] instead? If that's not possible now, can we agree on a date and a target in writing?
Is a 3% raise good?
A 3% raise is roughly the 2026 average budget, so it's typical rather than generous. Whether it's "good" depends on your situation:
- If you're at or above market pay and your role didn't change, 3% is in line with what most employers give.
- If you're below the market range or your job grew, 3% may not close the gap — it's reasonable to ask for more, with data.
- In real terms, a raise is worth less when prices rise faster than your pay. Compare with current inflation figures when you decide.
What about cost of living?
Pay data for your job and state is a stronger argument than cost of living. Employers rarely set raises by individual living costs, and "my rent went up" invites a sympathetic "everyone's costs went up" rather than a number. If prices in your area have risen sharply, check whether the market pay for your job there has moved too — and use the wage data, not the price data, in the conversation.
Common push-back
| They say | You can say |
|---|---|
| "Everyone gets around 3% this year." | "I understand the standard budget. My request is about the scope of my role, which has grown." |
| "We can't go above the merit budget." | "Could this be treated as a market adjustment, separate from merit?" |
| "Let's revisit at the next review." | "Happy to. Can we agree now on the number we'll review and put it in writing?" |
| "You're already paid well for this role." | "Based on my results this year, I believe [number] reflects the value I'm adding." |
| "The company had a tough year." | "I understand. Could we look at a one-time bonus now and the base increase at the next review?" |
Practice this conversation — first 3 minutes free
Reading a script is easy. Saying it while someone pushes back is the hard part.
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Related: How to ask for a raise · When to ask for a raise · Am I underpaid?