How To Negotiate a Raise: Scripts, Timing & How Much To Ask

A common range is 5–10% for a standard raise, and 10–20% or more if you're underpaid, taking on a bigger role, or have a competing offer. Anchor your number to market data for your role and location, plus the specific value you've added. Asking slightly high gives room to land where you want.

The best moments are after a clear win (a completed project, hitting a target), during a scheduled performance review, or when your responsibilities have grown. Avoid times when the company is struggling financially or your manager is overwhelmed. Timing your ask to a recent accomplishment makes the case for itself.

Lead with your value, not your needs. Something like: 'Over the past year I've [specific results]. Based on my contributions and market rates for this role, I'd like to discuss increasing my salary to $X.' Bring evidence — accomplishments, metrics, and salary benchmarks — and name a specific number.

Document your wins with numbers (revenue, savings, output, projects delivered), show how your role has expanded beyond your original job description, and back it up with market salary data. The strongest case combines proof of past impact with evidence that you're paid below market for what you now do.

Ask what specific goals would earn a raise and by when, and get it in writing if you can. Consider negotiating non-salary benefits (bonus, extra PTO, title, remote days) in the meantime. If you're consistently underpaid and there's no path forward, it may be time to explore the market — a competing offer is powerful leverage.

Less than the gross number, because a raise is taxed at your marginal rate. You typically keep about 65–80% after federal tax, FICA, and any state tax. A $5,000 raise for someone in the 22% bracket adds roughly $3,500 a year in take-home. Use a salary increase calculator to see your exact net.