How to Ask for a Raise in 2026: Scripts, Timing, and What to Say

Knowing how to ask for a raise is one of the most valuable career skills you can develop, yet most people avoid the conversation entirely. A 2025 PayScale survey found that 70 percent of workers who asked for a raise received one, yet only 37 percent of employees ever make the request. That gap represents thousands of dollars in lost earnings over a career.

The difference between people who get raises and those who do not usually comes down to preparation and delivery, not merit. Talented employees get passed over because they ask at the wrong time, present weak arguments, or simply never bring it up. This guide fixes all three problems with specific strategies you can use this month.

Whether you are looking for a modest cost-of-living adjustment or a significant promotion-level increase, the frameworks below apply. You will walk into your next salary conversation with confidence, data, and the exact words to say.

When Is the Best Time to Ask for a Raise

Timing is the most overlooked factor in salary negotiations. The best times to ask are during annual performance review cycles, immediately after completing a major project or achieving a measurable result, and during company budget planning periods which typically occur in Q4 or Q1.

Avoid asking during layoffs, hiring freezes, or when your company just reported poor financial results. Even a well-prepared request will face resistance if the organizational mood is focused on cutting costs. According to the Bureau of Labor Statistics Employment Cost Index, employer compensation costs rose 3.9 percent in 2025, indicating that budgets for raises exist but are allocated strategically.

Schedule a dedicated meeting with your manager rather than bringing it up spontaneously. Send a brief message saying you would like to discuss your compensation and career development. This gives both of you time to prepare and signals that you are taking the conversation seriously.

How to Prepare Your Case

Your case for a raise needs three components: market data, personal accomplishments, and a specific number. Start by researching what comparable roles pay in your geographic area using resources like Glassdoor, PayScale, and LinkedIn Salary Insights. Knowing the market rate for your position gives you an objective anchor for your request.

Next, compile a list of your measurable contributions over the past 6 to 12 months. Revenue generated, costs saved, projects completed, clients retained, and team members mentored are all quantifiable achievements. Vague statements like "I worked hard this year" carry no weight. Specific statements like "I led the product launch that generated 200,000 dollars in new revenue" are compelling.

Finally, decide on your target number before the meeting. Ask for 10 to 20 percent above what you actually want, which gives you room to negotiate while still landing within your desired range. If your target is a 10 percent raise, open by requesting 15 percent. For a deeper look at negotiation tactics, check our article on salary negotiation scripts.

Word-for-Word Scripts You Can Use

The Opening Statement

Begin the conversation by expressing your commitment to the company and then transitioning to your request. Try: "I am really enjoying my work here and I am committed to growing with the team. Based on my contributions over the past year and current market rates for this role, I would like to discuss adjusting my compensation to better reflect the value I bring."

Presenting Your Evidence

Follow your opening with two or three of your strongest accomplishments. Frame each one in terms of business impact. Say: "Over the past year, I led three major initiatives. The client retention project reduced churn by 15 percent, which saved the company an estimated 180,000 dollars annually. I also onboarded four new team members while maintaining my regular workload." Support your claims with data whenever possible.

Making the Ask

Be direct with your number. Say: "Based on my research, the market rate for this role with my level of experience is between X and Y. I believe a salary adjustment to Z would be appropriate given my performance and contributions." Then stop talking. Let the silence work in your favor while your manager processes the request. According to NerdWallet, employees who cite specific market data in their raise requests are three times more likely to receive a positive outcome.

What to Do If They Say No

A "no" does not always mean "never." Ask what specific milestones or timeline you would need to achieve for a raise to be approved. Get the answer in writing via a follow-up email. This creates accountability and gives you a clear target to work toward.

If budget constraints are the reason, ask about alternative compensation. Remote work flexibility, additional paid time off, a professional development budget, or a modified title that improves your market value are all valuable even when cash raises are off the table.

Use the conversation as a data point for your career planning. If your employer consistently underpays relative to market rates and shows no path to improvement, that information is valuable for deciding your next move. Building a side income stream can give you financial flexibility while you evaluate your options. Our guide on high-income skills for 2026 identifies which capabilities command the highest market rates.

Mistakes That Tank Your Raise Request

The biggest mistake is making it about your needs instead of your value. Saying "I need a raise because my rent went up" focuses on your personal expenses rather than your professional contributions. Your employer's pay decisions are based on the value you deliver, not your cost of living.

Comparing yourself to coworkers is another common error. Saying "I know that Sarah makes more than me" creates an adversarial dynamic and may violate workplace norms around salary discussions. Focus entirely on your own performance and market data.

Threatening to quit if you do not get a raise is a high-risk tactic that usually backfires. Even if it works short-term, your manager may view you as a flight risk and prioritize replacing you. Only mention other opportunities if you genuinely have a competing offer and are prepared to accept it. Consider supplementing your income with a side hustle while you build toward your salary goals through normal channels.

Alternative Compensation to Negotiate

Salary is only one component of total compensation. When cash raises are limited, these alternatives can be equally or more valuable depending on your situation.

• Remote or hybrid work flexibility (saves 2000 to 5000 dollars per year in commuting, meals, and wardrobe costs)
• Additional PTO days (worth your daily rate times the number of days added)
• Professional development budget for courses, certifications, or conferences
• Equity or stock options if your company offers them
• Performance bonuses tied to measurable outcomes

Each of these benefits has a real dollar value that adds to your total compensation package. A week of additional PTO for someone earning 80,000 dollars per year is worth approximately 1,538 dollars. Remote work flexibility saves the average commuter 4,700 dollars annually according to a 2025 Investopedia analysis of commuting costs.

Frequently Asked Questions

How often should you ask for a raise?

Once per year is the standard interval for raise requests, typically aligned with your annual performance review. Asking more frequently can signal impatience or entitlement. The exception is if your role has changed significantly, such as taking on substantially more responsibility, managing new team members, or being promoted in title without a corresponding salary increase. In those cases, requesting a compensation review sooner is appropriate.

What percentage raise should you ask for?

For a standard annual increase, 5 to 10 percent is typical. For a promotion or significant expansion of responsibilities, 10 to 20 percent is reasonable. If you are significantly below market rate based on your research, requesting an adjustment of 15 to 25 percent is justified. Always anchor your request in market data rather than picking an arbitrary number.

Should you accept a counteroffer when leaving for another job?

Counteroffers are risky. Research from multiple staffing firms suggests that 50 to 80 percent of employees who accept a counteroffer leave within 12 months anyway. The underlying reasons you started job searching, whether related to culture, growth opportunities, or management, rarely change because of a pay bump. Accepting a counteroffer can also damage trust with the new employer who extended the original offer.