How to Ask for a Raise: Scripts, Email Template and Timing
Asking for a raise often feels harder than negotiating a job offer, so it pays to plan how to ask for a raise before you book the meeting. You already work there, you'll see your manager tomorrow, and nobody wants to come across as ungrateful. But pay doesn't always keep up on its own, and a well-prepared request is a normal part of managing your career.
Timing comes first, then the number to request and a case your manager can take to their boss. The last sections give you the exact words, for a meeting and for an email.
Start With How Pay Decisions Actually Get Made
Before you ask, find out how raises actually work at your company. Many U.S. employers have:
- An annual review cycle with a budget set months in advance
- Salary bands for each job level
- Separate processes for merit raises (same job, more pay) and promotions (new level, new band)
If you don't know your company's process, ask HR or your manager directly: "How are compensation adjustments decided here, and when?" That one question tells you when to ask and who really makes the call.
Your manager often isn't the final decision-maker. Usually they have to make your case to someone else, so part of your job is handing them the material to do it.
When to Ask for a Raise
Timing matters almost as much as the case you make.
Good times: - Before budgets are set, often one to three months ahead of the review cycle - After a clear win, such as a launched project, a landed client or a solved problem with measurable results - When your role has grown, because you've taken on new responsibilities, people or systems - When you learn you're paid below market, based on solid data
Times to wait if you can: - During layoffs, hiring freezes or a rough quarter for the company - Right after a missed deadline or a difficult review - In a hallway or in passing; book a dedicated meeting instead
How Much of a Raise to Ask For
Base your number on data, not on some percentage a friend mentioned.
Check Market Pay for Your Role
The Bureau of Labor Statistics' Occupational Employment and Wage Statistics (OEWS) program publishes wages for about 830 occupations across about 530 metro and nonmetropolitan areas. BLS specifically suggests using OEWS percentiles when negotiating, noting that more experienced workers may expect pay toward the higher percentiles. Compare your pay with the median and 75th percentile for your occupation in your area.
Add posted ranges for similar roles (more are published now thanks to state pay transparency laws) and company-specific data from sites like Glassdoor or Levels.fyi.
Consider the Broader Wage Trend
The BLS Employment Cost Index (ECI) tracks how employer pay and benefit costs change over time across the economy. It's useful context, since it shows whether wages are rising broadly. But it's an economy-wide average, and it can't tell you what your specific role is worth. Use your occupation and location data for the actual number.
Pick a Specific Figure
- If you're at market and doing well, ask for a modest adjustment above your company's standard increase, if you know what that is.
- If you're clearly below market, ask to be brought to the market midpoint for your role and location, and show the data.
- If your job has grown significantly, ask for pay that matches the new scope or for a title change (promotion).
Ask for a specific number, not just "more." A specific figure backed by evidence is easier for a manager to approve and pass up the chain.
Build Your Case
Your manager needs a short, factual case. Pull together a one-page summary that covers:
- Results. What changed because of your work? Use numbers wherever you can: revenue, time saved, error rates, customers, projects delivered.
- Scope. Responsibilities you've added since your last pay change.
- Market data. Two or three credible data points about pay for your role.
- Your ask. The specific number or title change.
Example of turning tasks into results: - Weak: "I managed the monthly reporting." - Strong: "I automated the monthly reporting, cutting prep time from three days to four hours and freeing the team for client work."
CareerOneStop, which the Department of Labor runs, tells job seekers to base pay requests on the value you bring, your skills and your experience rather than on your personal expenses. Your rent going up is real, but it's not a business case.
What to Say in the Meeting
Request a dedicated meeting: "Could we set aside 30 minutes next week to talk about my role and compensation?" It's direct, and it gives your manager time to prepare.
Sample script:
"Thanks for making the time. Over the past year I've taken on [new responsibility] and delivered [result with a number]. I've also looked at market data for [job title] roles in [city]. The BLS median is around $X, and posted ranges for similar roles are $Y to $Z. Given my results and the expanded scope, I'd like to request an increase to $[target]. I'd like to hear your thoughts, and what it would take to get there."
Then stop talking, and listen.
If the Answer Is "Yes" or "Let Me Check"
Thank them and ask about timing: "When might I hear back, and when would the change take effect?" Follow up in writing.
If the Answer Is "Not Right Now"
Ask for a path:
"I understand. Could we agree on what I'd need to deliver, and by when, to revisit this? Could we put a date on the calendar for that conversation?"
Write down what you agreed on and send a short recap email.
If Money Truly Isn't Available
Think about other things that may be easier to get approved: - A title change or promotion timeline - Additional PTO or schedule flexibility - Training, certification or conference funding - A one-time bonus - Remote or hybrid work days
Raise Request Email Template
Some people would rather raise the topic in writing first, or their manager is remote. Keep it short and save the details for the meeting.
Subject: Time to discuss my compensation
Hi [Manager's name],
I'd like to schedule time to discuss my compensation. Over the past [period], I've [key result #1] and [key result #2], and my role has expanded to include [new responsibility].
I've also reviewed market data for [job title] roles in [location], and I'd like to talk about adjusting my salary to reflect that and my contributions.
Would [two suggested times] work for a 30-minute conversation? I'm happy to share the details I've put together.
Thanks, [Your name]
Follow-Up Email After the Conversation
Subject: Thanks for today's conversation
Hi [Manager's name],
Thanks for discussing my compensation today. To confirm what we covered: [summary, e.g., you'll review an increase to $X with HR and get back to me by DATE / we agreed I'll lead the Q1 migration, and we'll revisit pay on DATE].
I appreciate your support.
[Your name]
A written recap gives you both a record, which comes in especially handy if your manager changes.
Should You Use an Outside Offer?
An offer from another employer can show your market value, but using it is a high-risk move. Only bring it up if you'd genuinely accept it. Some employers will match. Others will thank you and let you go, and a counteroffer doesn't fix whatever made you look in the first place. Never invent an offer.
If you do end up changing jobs, our salary negotiation guide covers negotiating the new offer, and evaluating a job offer helps you compare total compensation, not just base pay. If you're new in a role, it's usually better to build a track record first; see our first 90 days guide.
Common Mistakes to Avoid
- Asking without data. Bring numbers for both your results and the market.
- Making it about personal need. Focus on value and market pay.
- Ultimatums you won't follow through on.
- Comparing yourself to a named coworker. Use market data instead.
- Giving up after one "no." Get a plan and a date to revisit.
Frequently Asked Questions
How often should I ask for a raise? Usually no more than once a year outside the normal review cycle, unless your role changes significantly.
Is it better to ask in person or by email? Have the conversation in person or by video when you can. Email works well for requesting the meeting and for recapping it.
What if I'm already at the top of my pay band? Ask what it would take to move to the next level. A promotion is often the path to more pay.
Can I ask for a raise during my annual review? Yes, but the budget may already be set. Raise it a month or more before the review if you can.
How much of a raise is normal? It varies widely by employer, industry and year. Rather than relying on a typical percentage, compare your pay with market data for your role and location.
This article is general information, not legal or financial advice.
Related Guides
- If the answer is no and you decide to move on, start with how to find a job in the U.S..
- Answering the pay question for a new job? See salary expectations.
Sources
- U.S. Bureau of Labor Statistics, "How much could I be earning? Using OEWS data during salary negotiations": https://www.bls.gov/oes/earnings.htm
- U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics: https://www.bls.gov/oes/
- U.S. Bureau of Labor Statistics, Employment Cost Index: https://www.bls.gov/eci/
- CareerOneStop (U.S. Department of Labor), "Negotiate your salary": https://www.careeronestop.org/JobSearch/Interview/negotiate-your-salary.aspx
- U.S. Bureau of Labor Statistics, "Occupational Employment and Wage Statistics Overview": https://www.bls.gov/oes/oes_emp.htm