DueTrack Studio

Solution · Career, Work & Trades · Updated 2026-11-01 · Reviewed by Monirujjaman Monjil

How to ask for a pay rise (and what to do if the answer is no)

Prepare before you ask. Research what people in your role earn (in the U.S., the Bureau of Labor Statistics' Occupational Outlook Handbook lists median pay by occupation), write down your results and extra responsibilities with numbers, choose a good moment such as a review or after a success, and ask for a specific figure. If the answer is no, ask what would need to change and when you can revisit it, and get that in writing.

The problem

What it looks like

You feel underpaid, or your responsibilities have grown while your salary hasn't, but you don't know how to bring it up without sounding demanding.

Who it affects

Employees whose responsibilities have grown, people who've just completed a big project, and anyone who suspects their pay is below the going rate.

What it costs you

Earning less than your work is worth, year after year, because each raise builds on the last.

Why it happens

Pay often rises only when people ask. Managers may not notice how much your role has changed, budgets are set at certain times of year, and without evidence a request is easy to postpone.

A good request is based on two things: what the role is worth in the market, and what you specifically contribute. Market data gives you a realistic range; your results show why you belong in it.

In the U.S., the Occupational Outlook Handbook from the Bureau of Labor Statistics shows median pay by occupation. Other countries have similar official statistics, and job listings and professional associations can fill in local detail.

Timing matters. Asking during review season, before budgets are set, or soon after a clear success makes it easier for your manager to say yes.

Common mistakes

How to fix it, step by step

  1. Research the going rate

    Look up typical pay for your role and location using official statistics such as the BLS Occupational Outlook Handbook in the U.S., plus job listings and professional bodies.

  2. List your results

    Write down what you've achieved since your last pay change, with numbers where possible: revenue, savings, projects delivered, people trained, new responsibilities.

  3. Choose your figure

    Decide on a specific amount or percentage within the market range, and the lowest you'd accept.

  4. Pick the moment

    Ask for a dedicated meeting, ideally around review time or soon after a success, not in a corridor or a busy week.

  5. Make a clear, short case

    Say what you're asking for, summarise two or three results and the market range, then stop and listen.

  6. If the answer is no, ask what it would take

    Ask what you would need to achieve and by when, and whether other benefits such as training, flexible hours or a title change are possible now.

  7. Follow up in writing

    Send a short email summarising what was agreed and the date to review it.

Doing it without an app

You do not need to download anything to solve this. Any of these work:

Ask for a review date

If now isn't the right time, agree a specific date and criteria for a pay review.

Negotiate other benefits

Extra leave, training budget, remote days or a better title can be easier to agree than salary.

Test the market

Applying for other roles shows what employers will actually pay, but only use an offer in negotiation if you'd genuinely take it.

Tools that can help

Questions

How much should I ask for?

Base it on the market range for your role and your results. Asking for a specific number makes it easier to discuss than a vague request.

Should I mention a job offer?

Only if you're prepared to accept it. Used as a bluff it can damage trust.

Is it better to ask by email or in person?

Request the meeting by email, have the conversation in person or on a call, and confirm the outcome by email.

Sources

Checked 2026-11-01. Found a mistake? Tell us. Read our editorial policy.

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