To ask for a raise, book a dedicated meeting, bring a one-page list of your results with numbers, mention the market rate for your role, and ask for one specific new salary. Then stop talking. If the answer is "not now", ask what would need to be true and agree on a date — in writing.
Signs it's time to ask
You probably have a good case if one or more of these is true:
- About a year has passed since your last raise.
- Your job got bigger: you lead people or projects, own a budget, or cover for someone who left.
- You had a clear win you can describe with a number.
- The market moved: pay for your job in your state is now above your salary.
That last one is easy to check. Nationally (BLS OEWS May 2025), for example:
| Job | 25th percentile | Median | 75th percentile |
|---|---|---|---|
| Secretaries and Administrative Assistants, Except Legal, Medical, and Executive | $38,830 | $47,540 | $58,000 |
| Accountants and Auditors | $67,020 | $83,680 | $109,810 |
| Registered Nurses | $80,330 | $97,550 | $112,350 |
| Software Developers | $105,210 | $135,980 | $171,980 |
If your pay is below the 25th percentile, three out of four workers in your job earn more base pay. Check your own job and state.
When to ask
The best moment is a few weeks before your company sets next year's budget — not at the review, when the money is often already allocated. Right after a win and after a few months in a bigger role are also good. Avoid layoffs and bad quarters. More in when to ask for a raise.
How much to ask for
US employers paid an average 3.1% merit increase and a 3.4% total increase budget in 2026, and project 3.2% and 3.5% for 2027 (Mercer QuickPulse, 2026; averages include zeros). Asking for the average needs little justification; asking for more needs a stronger case:
- Below market? Ask to be brought up to the market range — often the median.
- Bigger role? Ask for pay that matches the new scope.
- Strong year at market pay? Ask a bit above average and lead with results.
Our raise calculator turns your salary, job and state into a suggested ask.
Merit raise, market adjustment or promotion?
It helps to know which of three requests you're making, because each needs a different argument:
- A merit raise rewards strong performance in the same role. Lead with results. Expect a number near or a little above the average budget.
- A market adjustment closes a gap between your pay and what the market pays for your job. Lead with data — the BLS range for your job and state — and ask to be brought up to it.
- A promotion (or a raise for a bigger role) pays for new scope. Lead with what you already do at the next level, and ask for the pay range of that level.
Many people mix all three into one vague request. Pick the one that fits, and make that case clearly. If more than one applies, start with the strongest — usually the market gap, because it's the hardest to argue with.
Build a one-page brag sheet
Your manager may need to defend your raise to their boss. Make it easy:
[Your name], [Job title], [since …]
Top results this year (with numbers):
1. [Result — e.g. reduced invoice errors by 40%]
2. [Result — e.g. trained 3 new hires, ramp-up 2 weeks faster]
3. [Result — e.g. led the switch to the new CRM on time]
New responsibilities since my last raise:
- [e.g. own the vendor budget of $X]
Market data:
- BLS median for [job] in [state]: [amount]
- My current salary: [amount]
My ask: a base salary of [number], effective [date].
Request the meeting
Don't ask in passing or at the end of a status call. Ask for time.
Hi [Name] — could we find 30 minutes in the next two weeks to talk about my compensation? I'd like to walk you through what I've delivered this year and discuss next steps. Would [day 1] or [day 2] work?
What to say in the meeting
Thanks for making time. I've really enjoyed [part of the job], and I'd like to talk about my pay.
Over the past year I've [result with a number], [second result], and taken on [new responsibility]. I've also looked at the market rate for my role — the BLS median for [job] in [state] is [amount], and I'm at [current salary].
Based on that, I'd like to ask for a raise to [your number].
Then pause. Let your manager speak first. Hand over the brag sheet so they can take it upstairs.
If they say "not now" or "there's no budget"
| They say | You can say |
|---|---|
| "There's no budget for raises right now." | "When are budget decisions made, and what would I need to show to be part of them?" |
| "Raises are only discussed at the annual review." | "Understood. What criteria will you use, and can we agree on a number to review then?" |
| "You just had your annual increase." | "That was the standard merit increase. This is about the bigger scope of my role." |
| "I'm not sure you're ready for that level yet." | "What exactly would you need to see? Can we set a date to check?" |
| "If we pay you more, we have to pay everyone more." | "I'm asking about my role and my results specifically." |
| "The company had a tough year." | "I understand. Could we agree on a date and a target now, or look at a one-time bonus?" |
Always end with criteria and a date, and confirm them in writing.
Ask in writing
After the meeting — whatever the answer — send a short email.
Thanks for talking with me today. To recap: I asked for a raise to [number] based on [two results] and the market rate for my role. You mentioned [their answer, e.g. you'll review it with HR / we'll revisit on (date)].
I'll check in on [date]. Thanks again for your support.
Best,
[Your name]
If you have to ask by email first (for example with a remote manager), use the same structure: results, market data, one number, and a request for a call.
Mistakes to avoid
- Threats. "Pay me more or I'll leave" ends conversations — unless you're truly ready to leave and have an offer.
- Personal needs. Rent and childcare are real, but they're not the company's reason to pay more.
- Comparing coworkers' pay. Focus on your role and the market, not on a colleague's salary.
- Vague asks. "A bit more" gets a bit more. Name a number.
- Asking at the wrong moment — in passing, after a mistake, during layoffs.
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Related: When to ask for a raise · How much of a raise to ask for · Am I underpaid?