How to Ask for a Pay Rise – Maximise Your Chances of a Pay Rise

1) Why ask for a pay rise?

There are many reasons why you might feel it is fair to ask for a pay rise:

• Your role has grown or changed: you have taken on more responsibility, new tasks or higher value work.
• Your performance has improved: you meet or exceed targets, you save money or time for the employer.
• Your salary is below market rate for your role, skills or region.
• Inflation, cost of living or changes in salary structure mean your pay no longer reflects your value.

As the UK guidance notes, there is no automatic right to a pay rise, but if you have strong evidence and timing on your side you are in a much better position. :contentReference[oaicite:0]{index=0}

2) Your legal rights and the employer’s discretion

It’s helpful to know how pay rises work in law:

• Your employer is **not obliged** to give you a pay rise unless your contract says so or you have a right under minimum wage law. :contentReference[oaicite:1]{index=1}
• If your contract includes a pay-rise clause (for example “annual increase of 3% if targets met”), then the employer must follow it. :contentReference[oaicite:2]{index=2}
• The broader point: you must still be treated fairly. If similar roles are paid very differently without reason, this might trigger equal pay or discrimination issues. :contentReference[oaicite:3]{index=3}
• When you ask for a rise, you are **not** risking dismissal simply for asking—asking for a pay rise is not a fair reason to dismiss someone. :contentReference[oaicite:4]{index=4}

In short: the decision often depends on budget, performance, role and market rate—but you can advocate for yourself professionally and legally.

3) When is the right time to ask?

Timing can make a big difference. Here are good and less good moments:

Good times to ask:

• Shortly after a strong performance review or after you’ve completed a big project. :contentReference[oaicite:5]{index=5}
• When the organisation is doing well financially (growth, hiring, no major cutbacks). :contentReference[oaicite:6]{index=6}
• When your role or responsibilities have significantly changed or expanded.
• During or just before annual salary review windows if your employer has them.

Less good times:

• During major budget cuts, redundancies or poor financial performance. :contentReference[oaicite:7]{index=7}
• Immediately after taking on a new role if you haven’t yet proven your performance in that role.
• Without preparation or simply because you “need more money”.

Before you book the meeting, check how recently your last raise was, whether your responsibilities have changed, and whether you have clear wins to show.

4) Preparing your case: research and evidence

A good case for a pay rise is rooted in evidence, not emotion. Spend time gathering information and structuring your argument.

Research your market value

Find out what others in similar roles in the UK are being paid. Use salary checkers, job adverts, and industry reports. :contentReference[oaicite:8]{index=8}

Gather your achievements and contributions

List examples that demonstrate your value to the employer: cost savings, revenue growth, responsibility increase, improved processes, customer satisfaction, time saved, new qualifications or skills. Use the STAR method (Situation-Task-Action-Result) to make your case clear. :contentReference[oaicite:9]{index=9}

Check your contract and job description

Look at whether the job you do now still matches the job you were hired for. If you are doing more or different work, that strengthens your case.

Define your ask and your range

Decide on a realistic figure or range you will request and be ready to explain why. Also decide in advance what you will accept—this could include alternative benefits if full pay rise isn’t possible.

Prepare for the conversation

• Book a private meeting with your manager: say you’d like to review your performance and compensation.
• Rehearse your key points, practice your tone and body language.
• Bring a short summary of your case if helpful—printed or email in advance.
• Be ready for push-back and questions; think about how you’ll respond calmly.

5) How to ask: step-by-step conversation

1. Send the meeting request: “Could I book 30 minutes with you to review my role and compensation?” This gives time to prepare and avoids surprise.
2. Start the meeting: Thank your manager for their time. State your purpose: “I’d like to discuss my performance and my compensation in light of recent work.”
3. Present your case: Mention your key achievements, how your role has grown, market research and your proposed figure. Use calm, factual language—not emotional or personal pleas.
4. Pause and listen: Give your manager time to respond. They may ask questions, raise concerns or need to review the request further.
5. Negotiate: Be open to discussion. If the manager cannot meet your full request, you might explore alternatives or agree a timeline for a future review.
6. Close politely: Thank them for considering your request. Summarise any agreed next steps and follow up in writing with an email to fix what was discussed.
7. Follow-up: If agreed, check your payslip and contract. If deferred, ask when the conversation will be revisited and what you need to achieve in the meantime.

6) What to say: wording, scripts and examples

Here are some sample scripts. Adapt them to your situation and speak naturally.

Script for the meeting

“Thank you for meeting with me. Over the past 12 months I have [brief summary of achievements — e.g. managed new project X, saved the team 20% in processing time, increased customer satisfaction from 82% to 91%]. Because my role has expanded and market research shows my current salary is below average for this role, I would like to discuss an increase to £[figure] or a [percentage] rise. I’d welcome your thoughts on this.”

Email requesting the meeting

Subject: Review of role & compensation
Hi [Manager’s name],

I hope you’re well. I’d like to arrange a meeting to review my performance, role and compensation. Over the past year I’ve taken on [brief list of responsibilities or achievements] and would value the chance to discuss whether my salary remains aligned with my contribution and the market.

Would a 30-minute meeting next week suit you?

Thanks,
[Your name]

What to say if the answer is no (or not now)

“Thank you for considering this. Could we agree a clear target and timeline together so we can revisit this in [6/12] months? In the meantime, what would you like me to focus on to make that possible?”

7) How much to ask for and salary benchmarking

Deciding how much to ask for is important. Here are key points:

• Use salary surveys, job adverts, and tools to check average salaries for your role in your region. :contentReference[oaicite:10]{index=10}
• Consider the percentage increase: many UK employees aim for 5-10% if they are performing well and underpaid. :contentReference[oaicite:11]{index=11}
• Use a figure you can justify through your market research, your expanded role and your performance. Saying “because I need more money” is not strong enough.
• Remain realistic: if the company budget is tight or it’s not review time, consider a smaller increase or alternative benefits.

Remember: a pay rise is more easily accepted if it aligns with business needs: value you’ve added, cost savings, efficiency gains or revenue generation.

8) What if they say no? Alternatives and follow-up

A “no” today is not necessarily a “never”. Use this as a chance to clarify what is needed to get a rise next time.

Ask for feedback and next steps

“Could you help me understand what I need to achieve and when we can review again?” This shows professionalism and keeps the door open. :contentReference[oaicite:12]{index=12}

Negotiate other benefits

If pay isn’t possible right now, you could ask for:

• Additional holiday or flexitime
• Hybrid or home working days
• Training or professional development paid by employer
• Performance-linked bonus or commission
• A clear agreement to revisit salary in 6 or 12 months

Decide on your longer term plan

If your employer cannot meet your expectations, you may need to evaluate whether staying in the same role is right for you. That may include looking for new roles that pay more or offer clearer progression.

9) Special situations

New job or probation period

If you recently changed roles or are still within probation, asking for a pay rise immediately is often less appropriate. Instead, aim to perform well first, then ask at the next review.

Career change or role shift

If your role has changed significantly (for example from support to team-lead, or new responsibilities), you can frame your request around “this new role” rather than a traditional raise for time served.

Contract review or annual incremental pay structure

If your organisation has clear pay bands, increments or automatic progression (for example in public sector roles), check how that works and whether you’re eligible. Understanding those rules helps you ask at the right point.

Underpay relative to market/living wage

If you’ve been in role a long time and salary has not moved much, and your market research shows you are low, you can argue that your pay is out-of-date. Again, link this to your value and responsibilities rather than just the years you’ve served.

10) Common mistakes and things to avoid

• Asking without preparation or evidence. :contentReference[oaicite:13]{index=13}
• Mentioning personal financial needs (mortgage, bills) as your main reason. Employers want business reasons.
• Using threats (e.g., “pay me more or I’ll leave”) unless you are ready to walk away—and even then that can harm relationships. :contentReference[oaicite:14]{index=14}
• Comparing yourself to colleagues (“She earns more than me”)—you often don’t know full details of their role or responsibilities.
• Choosing a poor time (company under pressure, performance review just missed, or manager distracted).
• Being vague about your ask. Without a figure or reason your case is weak.

11) Pre-meeting checklist

• I have researched current market salary for my role and region.
• I have listed 3–5 key achievements (with evidence) since my last raise or review.
• I have identified how my role has changed or grown (responsibility, scope, outcomes).
• I have a clear ask – figure or range for salary increase and/or alternative benefit.
• I have arranged a meeting with my manager at a calm time and booked enough time.
• I have rehearsed what I will say and how I will respond to questions or objections.
• I have a calm, professional attitude and will follow up with an email summarising the discussion and any agreed next steps.

12) FAQs

13) Useful UK resources

• ACAS – Asking for and awarding pay rises
• CIPD – Chartered Institute of Personnel and Development (career and pay-guidance)
• GOV.UK – National Minimum Wage & National Living Wage rates
• Indeed UK – How to Ask for a Pay Rise (step by step)
• WhatJobs – How to Negotiate a Pay Rise in the UK