How to Ask for a Raise (With 10 Email Templates for 2026)
Todd Winfield writes the HR-Approved workplace humor series.
You hit every goal this year. You trained the new hire. You fixed the report nobody else understood. And the company said thank you the way companies do: with a pizza party.
As one Reddit commenter put it, a pizza party is management saying thanks, but 'not enough to actually cost us anything.'
Pizza is not a raise. If you want more money, you almost always have to ask. The good news: asking works more often than people think. In Payscale's large study of raise requests, 70% of people who asked got some kind of increase, and 39% got the full amount they asked for.
This guide covers how to ask for a raise in 2026: how much to ask for, when to ask, what to say, and 10 copy-paste email templates for every situation, including asking after one year, asking when you're underpaid, and what to send after 'there's no budget.'
Quick answer: how to ask for a raise in 7 steps
- Know your number. Check what your role pays in your area, then pick a specific figure.
- Build your case. Three to five accomplishments from the past year, with numbers.
- Time it right. Before budgets are set, right after a win, or around your one-year mark.
- Book a meeting by email. Don't ambush your boss in the hallway or bury it in a Slack thread.
- Ask in person or on video. Make your case, name your number, then stop talking.
- Send a recap email. Put what was agreed, or the next steps, in writing.
- If the answer is no, get the path to yes. Criteria, a timeline and a follow-up date, in writing.
How much of a raise should you ask for in 2026?
Start with what's normal, so you know what 'a lot' looks like.
- The typical 2026 raise is about 3–3.5%. Mercer found US employers planned 3.2% merit increases and 3.5% total salary budgets for 2026. Payscale's survey found 3.4% actual increases in 2026.
- Inflation ate most of that. Consumer prices rose 3.4% in the year to August 2026. A 3% merit raise is roughly a pay freeze in real terms.
- Job switchers are doing better. The Atlanta Fed's Wage Growth Tracker shows wages for people who changed jobs grew 5.0% in August 2026, versus 3.6% for people who stayed.
- Promotions pay more. The average promotion raise is about 8.7% (Mercer).
| Your situation | Reasonable ask |
|---|---|
| Solid year, same role | 3–5% |
| Strong year, clearly bigger scope | 5–10% |
| Doing the job one level up (promotion-level) | 8–15% |
| Paid well below market | Whatever closes the gap to market rate, often 10–20% |
Is asking for 20% too much? In the same role, usually yes, unless you're genuinely underpaid against market data. Then it isn't a '20% raise,' it's a correction, and you should frame it that way (see Template 5).
Should you ask for a number or a range?
Research says: a number, or a range where the bottom is your real target. Columbia researchers Daniel Ames and Malia Mason found that a "bolstering" range, one that starts at your target and goes up, got better results than a single number without hurting the relationship. A range that starts below your target did worse, because you've conceded before you start. Related research from the same team found that precise numbers come across as better researched than round ones, and draw smaller counteroffers.
So: 'I'd like to discuss moving my salary to $78,500' beats 'Maybe something around 80?'
Step 1: Know what you're worth
Before you ask for more, find out what 'more' should be. Good free sources:
- BLS wage data (OEWS): official pay by occupation, state and metro area. Use the median and 75th percentile, not the average.
- Job postings with salary ranges. Many states now require employers to post pay ranges, including California, Colorado, New York, Washington, Illinois, Massachusetts, New Jersey, Minnesota, Maryland and Vermont. Search your exact job title and write down five ranges.
- Salary tools: Glassdoor, Payscale, LinkedIn Salary and staffing-firm salary guides. Levels.fyi for tech.
- Your coworkers. Under federal labor law, most private-sector, non-supervisory employees have the right to discuss pay with each other, and 'we don't discuss salaries here' rules generally aren't enforceable against them.
California tip: under California Labor Code 432.3, current employees can ask their employer for the pay scale for their own position.
Step 2: Build your case (the brag sheet)
Your manager needs ammunition. Often they have to take your request to their boss or to HR, and 'she really deserves it' doesn't survive that meeting. Numbers do.
Write down three to five accomplishments from the past 6–12 months. For each one:
- The problem: 'Month-end reports took four days.'
- What you did: 'I rebuilt the template and automated the data pull.'
- The result: 'They now take one day, saving about 30 hours a month.'
Robert Half's version of a strong sentence: "Since taking on responsibility for system upgrades, I've helped reduce downtime by 15%". Specific, measurable and easy for your boss to repeat to their boss.
Workers who got raises did exactly this. In one BuzzFeed roundup, an office admin researched market pay for her expanded duties, built a short PowerPoint and got a $12,000 raise. Another built a spreadsheet of the revenue they'd brought in and got $3,000 plus five extra vacation days when cash was tight.
Step 3: Time it right
- Before the budget is set, not at your review. The Muse recommends raising it before the review process starts so your manager can plan for it. Ask HR or your manager when budgets are set. At many calendar-year companies it's Q3 or Q4.
- Right after a win. A launched project, a saved client or a great quarter.
- Around your one-year mark, or a year since your last increase.
- When your job has grown. New responsibilities are the easiest case to make.
What about during layoffs? Experts disagree. Harvard's professional-development team advises waiting if the company is struggling. But Gartner's Jamie Kohn told Fortune that if you survived layoffs and absorbed extra work, the company has already chosen to invest in you. If you ask during cuts, lean on the extra work you've taken on, and consider asking for non-salary items too.
Raise request email subject lines
Keep it clear and boring. Your subject line shouldn't sound like a resignation or a crisis.
- Time to discuss my compensation?
- Meeting request: role and compensation review
- 20 minutes to discuss my role and pay
- Compensation discussion ahead of budget planning
- Follow-up: our conversation about my salary
- Request for a market adjustment review
Avoid: 'Urgent,' 'Quick question' (it never is) and anything with an exclamation point.
10 email templates for asking for a raise
Copy, paste and fill in the brackets. Adjust the tone to match how your company actually writes.
Template 1: Request a meeting to discuss a raise
Subject: Time to discuss my compensation?
Hi [Manager's name],
Could we find 20–30 minutes in the next couple of weeks to talk about my role and compensation? I'd like to share what I've been working on this year and discuss my salary going forward.
Let me know what time works best for you.
Thanks, [Your name]
Note: Short on purpose. Don't make your case in the invite. Save it for the meeting.
Template 2: Full raise request in writing (sample letter)
Subject: Request to review my compensation
Hi [Manager's name],
Thank you for the support and growth opportunities I've had since joining [Company] in [month, year]. I'm writing to formally request a review of my compensation.
My salary has remained at [$amount] since [date of last increase]. Over the past [12] months, I've:
- [Accomplishment 1, with a number]
- [Accomplishment 2]
- [Accomplishment 3]
Based on BLS data and current posted ranges for [job title] roles in [city/region], the market range is roughly [X–Y]. I'd like to request an increase to [$specific figure], which reflects both my results and the expanded scope of my role.
I'd welcome the chance to talk this through in person. I'm committed to [Company] and excited about [upcoming project or goal].
Best regards, [Your name]
Note: Use this when your manager asks for it in writing, or when you can't get a live meeting.
Template 3: Recap email after the raise conversation
Subject: Thanks for today's conversation
Hi [Manager's name],
Thanks for taking the time to talk today about my compensation. To make sure we're on the same page:
- I requested an increase to [$figure], based on [brief reason].
- You'll discuss it with [HR / your manager] and get back to me by [date].
- [If agreed:] The new salary of [$figure] will take effect on [date].
Let me know if I've missed anything. Happy to put together anything else that would help.
Thanks again, [Your name]
Note: Send this within 24 hours of the meeting, whatever the outcome.
Template 4: Asking for a raise after 1 year
Subject: One-year check-in on my role and compensation
Hi [Manager's name],
I just passed my one-year mark at [Company], and I've really enjoyed [specific thing]. I'd love to schedule time to review my first year and talk about my compensation. Since starting, I've [2–3 quick results]. I've also taken on [new responsibility that wasn't in the original role].
Would you have 30 minutes in the next two weeks?
Thanks, [Your name]
Note: In the meeting, 3–5% is standard after a solid first year. Ask for more if your role has grown or you were hired below market.
Template 5: Asking for a raise when you're underpaid (market adjustment)
Subject: Request for a market adjustment review
Hi [Manager's name],
I'd like to request a review of my salary against current market rates for my role.
I've been researching pay for [job title] roles in [location]. BLS data puts the median at [X], and five current job postings for comparable roles list ranges of [X–Y]. My current salary of [amount] is about [X]% below that range.
Over the past year, I've [1–2 key results], so I'm confident my performance is in line with, or above, what those roles require.
I'd like to discuss a market adjustment to [$specific figure]. Could we set up a time to talk?
Thanks, [Your name]
Note: This frames the request as a correction, not a raise. Salary.com's 2026 projections set aside a separate slice of payroll for equity and market adjustments Cost-of-living variation: swap the second paragraph for "My pay has increased [X]% since [year], while prices have risen [Y]% over the same period, so my real pay has gone down." Pair it with your results; cost of living alone rarely wins the argument.
Template 6: You took on more responsibilities (or got a promotion without a raise)
Subject: Aligning my compensation with my current role
Hi [Manager's name],
Since [month], my role has grown significantly. I'm now [new responsibilities], which goes well beyond my original job description as [title].
I'd like to talk about updating my compensation to match the work I'm doing. Roles with this scope typically pay [X–Y] based on [source]. I'd like to request an increase to [$figure], effective [date or "from when I took on these duties"].
Could we find time this week or next?
Thanks, [Your name]
Note: If you were promoted with "no budget" for the raise, ask for the raise to be retroactive to the promotion date when budget opens up, and get that in writing.
Template 7: Follow-up after "there's no budget"
Subject: Next steps on my compensation
Hi [Manager's name],
Thanks for being straightforward about the budget situation. I understand timing matters.
To make sure I'm set up for the next cycle, could we agree on:
- The specific results you'd need to see from me to support an increase to [$figure]
- When budgets for next year are set, so we can revisit before then
- A date for that conversation, [suggested date]
In the meantime, I'd also be open to discussing [a title change / additional PTO / a training budget / a flexible schedule / a one-time bonus].
Thanks, [Your name]
Note: In Payscale's research, 49% of people denied a raise were told it was about budget, and only 22% believed it. Another 33% got no explanation at all. Don't argue with it. Turn it into a plan.
Template 8: Revisiting a raise request after a "no" (3–6 months later)
Subject: Revisiting our compensation conversation
Hi [Manager's name],
In [month], we talked about my compensation and agreed to revisit it once I'd [criteria you agreed on]. Here's where things stand:
- [Criterion 1: done, with result]
- [Criterion 2: done, with result]
I'd like to pick the conversation back up and discuss moving my salary to [$figure]. Do you have time in the next week or two?
Thanks, [Your name]
Note: This is why Template 7 matters: it's much harder to say no twice to criteria you set yourself.
Template 9: Remote worker asking for a raise
Subject: Could we set up a video call about my role and pay?
Hi [Manager's name],
Could we schedule a 30-minute video call in the next couple of weeks to talk about my role and compensation?
Ahead of the call, here's a quick summary of what I've delivered this year:
- [Result 1]
- [Result 2]
- [Result 3]
Looking forward to talking it through on camera.
Thanks, [Your name]
Note: Turn your camera on for this one, even if it's off for every other meeting.
Template 10: Slack, Teams or text message
Hi [Name], do you have 20 minutes this week or next for a 1:1 about my role and compensation? Happy to work around your schedule.
Note: That's it. No essays, no attachments, and never inside a thread about something else.
How to ask for a raise when you're underpaid
Being underpaid is the strongest case you can make, if you frame it right.
Use market data, not your coworker's paycheck. Discovering that a new hire makes more than you is maddening, and very common. It even has a name: pay compression, when new hires come in at market rate while long-time employees' pay lags. But 'Jordan makes more than me' invites an argument about Jordan. 'The market rate for this role has moved to $X' invites a fix.
Know your rights. You're generally allowed to talk about pay with coworkers. And if the gap tracks sex, the Equal Pay Act may apply; you generally have two years to file, three if the violation was willful. If you suspect discrimination, document it and talk to an employment lawyer.
Ask for the full correction. If you're 15% below market, a 4% merit raise doesn't fix the problem; it just makes it smaller. Ask for the market adjustment (Template 5) and let them come back with a number.
What not to say when asking for a raise
| Don't say | Why | Say instead |
|---|---|---|
| "My rent went up." | Your expenses aren't the company's problem | "My responsibilities have grown, and I'd like my pay to reflect that." |
| "Jordan makes more than me." | Starts a fight about Jordan | "The market rate for this role is X–Y." |
| "I've been here three years." | Time isn't the argument; results are | "In the last year, I've delivered X, Y and Z." |
| "I feel like I might possibly deserve…" | Hedging invites a no | "I'd like to discuss moving my salary to $X." |
| "Give me a raise or I'll leave." | Ultimatums get called | Only mention outside offers you'd actually take |
Indeed suggests cutting "believe," "feel," "just" and "might" from your ask. Say your number, then stop talking. The silence after a salary number is uncomfortable. Let your manager fill it.
A note for women: research by Benjamin Artz, Amanda Goodall and Andrew Oswald found that women ask for raises as often as men but succeed less often. Harvard's Hannah Riley Bowles and Linda Babcock found that women who explained their request in relationship-focused terms got better outcomes and avoided backlash. It's not fair that this matters. It's useful that it works.
When they say no: what the excuses really mean
| They say | It often means | Your move |
|---|---|---|
| "There's no budget right now." | Not for this, not this quarter | Ask when budgets are set and agree on criteria (Template 7) |
| "Let's revisit at your review." | Please stop asking until then | Get the date and criteria in writing |
| "You're doing great, keep it up." | Praise is free | Ask what specifically would make an increase possible |
| "We're like a family here." | Families don't negotiate salaries | Smile. Update your resume. |
| "It's not a good time." | It's never a good time | Ask what a good time would be, specifically |
| "Enjoy the pizza." | That was your raise | See above |
Ask for something else. If cash truly is tight, consider: a title change or promotion path, a one-time bonus, extra PTO, remote days or a flexible schedule, a training or certification budget, or an earlier review date, in writing.
And if the 'no' comes from a boss who shuts down every conversation, the budget may not be the real problem. Our guide to dealing with a difficult boss helps you tell a tight year from a dead end.
Outside offers and counteroffers
Only bring an outside offer you'd actually accept. Harvard's Program on Negotiation is clear on this: an offer is leverage only if you're ready to take it.
If you get a counteroffer, think hard. The best available figure for people who leave within a year after accepting a counteroffer is closer to 50%. The bigger point: a counteroffer fixes the pay, not whatever made you start looking.
Frequently asked questions
Is a 3% raise really a raise?
In 2026, barely. Consumer prices rose 3.4% in the year to August 2026, so a 3% raise is a small cut in real terms. It keeps you roughly even; it doesn't reward performance. If you had a strong year, it's reasonable to ask for more.
Is asking for a 20% raise too much?
For the same role, usually yes. Typical raises are 3–5%, and strong performers might get 5–10%. But if you're paid well below market, or you're doing work at the next level, a 15–20% correction can be justified. Frame it as a market adjustment and bring data.
What is the #1 rule of salary negotiation?
Know your number before you walk in, and say it first. Research on anchoring shows the first number on the table shapes the rest of the conversation. Use a specific figure, back it with market data and results, then stop talking.
How do I politely ask for a raise?
Book a dedicated meeting, thank your manager briefly, walk through three to five results with numbers, name the salary you're asking for and ask for their thoughts. Polite doesn't mean vague. The clearer you are, the easier it is for your manager to help.
Can I ask for a raise by text or Slack?
Use text or Slack only to book the conversation. Have the actual conversation live, then send a recap email.
Can I ask for a raise after 6 months?
You can, if your role has grown a lot or you were hired below market. Otherwise, most people wait until around the one-year mark or the next budget cycle. Use the first six months to collect results for your case.
Should I tell my boss a coworker makes more than me?
Lead with market data instead. 'The market rate for this role is X–Y' is more persuasive and less personal. If you believe the gap is based on sex, race or another protected characteristic, document it and consider talking to HR or an employment lawyer.
How long should I wait for a response after asking for a raise?
Agree on a date in the meeting itself, and confirm it in your recap email. If that date passes, a short follow-up is fine: 'Just checking in on our compensation conversation from [date]. Any update?'
The bottom line
Nobody hands out raises to people who wait politely. Know your number, bring your results, ask in a real conversation and get every answer, including 'not yet,' in writing. The worst they can say is no. And if they say 'no' to everything, forever, that's an answer too.
Just don't accept the pizza as your final offer.