How to ask for a pay rise (and actually get one)

Most people who don't get a pay rise never asked for one. Most people who ask and get refused didn't prepare. Asking for a raise is a skill — and like any skill, it gets better with the right approach.

When is the right time to ask?

Timing matters more than most people realise. The best moments to ask:

• After a significant achievement — you just landed a big client, delivered a project on time, or received strong praise from a senior stakeholder
• During your annual review — if your company has a formal review cycle, this is the expected moment
• When you've taken on more responsibility — your role has expanded materially since your last pay review
• When the business is doing well — don't ask during a hiring freeze or a restructure

Build your case before the conversation

A pay rise request without evidence is just an opinion. Before you walk in, prepare:

• Your achievements in numbers: revenue generated, costs saved, projects delivered, team size managed
• Market rate research: use Glassdoor, LinkedIn Salary, Reed, Totaljobs or industry surveys to know what your role pays elsewhere
• Expanded responsibilities: document any tasks you've taken on that weren't in your original job description
• Your tenure and loyalty: how long have you been in the role? When was your last pay review?

How much to ask for

In the UK, a typical pay rise for good performance is 3–5%. If you're significantly underpaid relative to market rate, or your responsibilities have grown substantially, 10–20% is not unreasonable — but be prepared to justify it clearly. Always ask for a specific number, not a range: "I'd like to discuss moving my salary to £38,000" is stronger than "I was hoping for something in the £36,000–£40,000 range."

Word-for-word script

If they say they need to think about it

If they say no

Don't leave empty-handed. Ask: "I understand — can we talk about what I'd need to achieve for a salary review to happen? And when could we revisit this?" This turns a rejection into a roadmap.

Common mistakes

1. Anchoring to personal need: "I need more money because my rent went up" is not a business case. Anchor to your value, not your expenses.
2. Issuing an ultimatum: Threatening to leave unless you get a rise often backfires, even if you mean it.
3. Accepting the first response: "We'll see what we can do" is not an answer. Pin down a timeline.
4. Not following up in writing: After any pay conversation, send a brief email summarising what was discussed and agreed.

Should you put it in writing first?

For most roles, have the conversation first, then follow up in writing to confirm what was agreed. A formal written request before any conversation can feel confrontational. However, in large organisations with formal HR processes, a written request may be the expected route — check your company's approach.