How to Ask for a Raise: Evidence, Examples & Checklist
Prepare a specific request, check the numbers and agree on next steps.
A useful raise request connects a specific amount to evidence about your work and the role's pay range. The checklist below helps you prepare a conversation; it cannot predict the employer's decision.
Find out how compensation decisions are made
Ask your manager when salary decisions are proposed, approved and applied. Some employers use an annual budget; others review pay after a promotion, a change in duties or another event. There is no universal six-week deadline. Start early enough for your manager to explain the process and request supporting information.
A practical opening is: “When are pay decisions made for my role, and what information would help you consider an adjustment?” Record the decision date, the person responsible and any documented eligibility rules.
Prepare a one-page evidence sheet
| Question | Useful evidence | Avoid |
|---|---|---|
| Has the role changed? | New responsibilities, scope, people or systems you support | Relying on your job title alone |
| What results can you show? | Completed work, quality improvements, time saved, documented feedback | Invented figures or claims that cannot be checked |
| What do comparable roles pay? | Dated job postings and salary ranges matched to location, level and duties | Comparing unrelated roles or base pay with total compensation |
| What are you requesting? | A specific base salary or hourly rate and an effective date | A percentage with no clear starting figure |
Salary survey averages are context, not a promise. The 2026 salary budget guide explains the difference between merit budgets, total increase budgets and an individual's award. If your employer publishes a pay range, ask where your role sits in it and what determines progression.
Choose a supported amount
There is no percentage that is appropriate for everyone. Base the request on role scope, relevant comparisons and the employer's pay framework. For a promotion, compare the new role with its own market range rather than assuming a fixed percentage above the old job.
Suppose your current salary is $60,000 and your evidence supports discussing $64,000. The difference is $4,000, or 6.67%. Before tax, that is approximately $333.33 a month or $153.85 across each of 26 bi-weekly paychecks. Enter the figures in the pay raise calculator to check them, then use the tax panel for an estimate of the cash change.
A conversation outline you can adapt
“Since my last review, my role has expanded to include [specific responsibilities]. The results include [documented outcomes], and comparable roles with this scope show [relevant pay range and source]. I would like to discuss adjusting my base pay to [amount], effective [date]. What would you need to evaluate that request?”
Replace each bracket with evidence from your situation. These are placeholders, not claims to repeat without support. Keep the discussion focused on your role, ask for the manager's assessment, and allow time for questions.
What to confirm if the answer is yes
- The new gross salary or hourly rate and the effective date.
- Whether it is recurring base pay or a one-time payment.
- The first paycheck expected to include the increase.
- Whether retirement contributions, overtime calculations or bonus targets change under the applicable plan.
- Whether the decision is documented in the employer's normal system.
A recurring raise and a bonus are different. A raise changes the future base; a bonus may not. If the start date falls partway through the year, the mid-year worksheet separates the annual rate from this year's actual gross increase.
If the answer is no or not yet
Ask what criteria would support a future review, who can approve it, and when the conversation can resume. Distinguish a budget constraint from a disagreement about performance or role scope. A short follow-up note can record agreed actions and dates without presenting a tentative discussion as a commitment.
Other options may include a role review, training, working arrangements or benefits, depending on the employer. Evaluate those on their own value to you. A refusal alone does not establish that changing jobs is the best option.
Frequently asked questions
Should I mention inflation?
It can provide context for purchasing power. Use a dated measure and distinguish national inflation from your own spending. It does not by itself establish an entitlement to a raise or the market price of your role.
Should I mention another offer?
Use accurate information and consider your employer's process and your own willingness to accept the offer. Do not invent a competing offer. Compare benefits, hours, location and stability as well as salary.
What if the offer is expressed as an hourly amount?
Multiply the extra rate by paid hours and paid weeks, using the same assumptions for each option. The hourly calculator lets you adjust the schedule.
Reviewed October 5, 2026. The numerical example uses stated fictional inputs. Editorial and corrections policy.