Most people never ask for a raise. Of those who do, the majority ask at the wrong time, in the wrong way, and without the right preparation. Here's what actually works.
Before the conversation: build your case
Don't walk in with a feeling. Walk in with evidence. Before you say anything to your manager, you need three things:
- Your market rate. Use our salary checker to see where your current salary sits relative to the market for your role and location. If you're below the median, that's your anchor.
- Your contributions. Write down your three to five biggest wins from the past 12 months. Quantify them where possible — revenue influenced, costs reduced, projects delivered, team impact.
- A specific number. Pick a number, not a range. "I'm looking for £72,000" is stronger than "something in the £68–75k range." A range signals that you'll take the bottom.
Timing matters
The best time to ask is right after a visible win, at the start of a performance cycle (not mid-cycle), or when you have external validation — a competing offer, a recruiter conversation, or market data showing you're below market.
The worst time: when the company has just had a difficult quarter, when your manager is under pressure, or when you've had a recent underperformance. Timing isn't everything, but it's more than most people think.
The conversation itself: a practical script
Request a specific meeting — don't ambush your manager in a 1:1. Something like: "I'd like to set up some time to talk about my compensation. Does [day] work?"
In the meeting, open directly:
"I want to talk about my salary. I've been here [X time], I've taken on [specific responsibilities], and looking at the market data for my role in [city], I'm currently below the median. I'd like to discuss moving my base to [specific number]."
Then stop. Don't over-explain, apologise, or immediately offer alternatives. State your case and let the silence sit.
What to do if they say no
A "no" is rarely final. Ask what would need to change for the answer to be yes — and get that in writing. "What would it take to get to £72k, and over what timeframe?" turns a rejection into a roadmap.
If the answer is vague, set a follow-up date: "Can we revisit this in three months?" If there's still no movement after that, you have your answer — and your job search has a clear rationale.
One thing most people get wrong
They ask for a raise before they know what they're worth. If you don't know your market rate, you can't negotiate effectively. Start there.
Check your salary in 30 seconds — find out your percentile and see if there's a gap worth closing.