When it comes to asking for a pay increase, timing can make a big difference. While your performance and achievements are essential, choosing the right moment to bring up the topic can significantly improve your chances. Here are the best times to consider:
- After Your Performance Review: Align your request with the company’s evaluation process. Start the conversation 1–2 months before the review to ensure your contributions are fresh in mind.
- After Completing a Major Project: Highlight recent successes with measurable results, like increased revenue or improved efficiency.
- During Company Growth Periods: Leverage times when the company is thriving, such as after strong earnings or major wins.
- After Taking on New Responsibilities: If your role has expanded, wait 6 months to demonstrate success before discussing pay adjustments.
- At Annual Salary Review Cycles: Many companies review salaries at specific times. Start the conversation 2–4 months before the review period.
- Following Personal Professional Milestones: Use certifications, degrees, or new skills to justify your increased value to the company.
- When It’s Been 12 Months Since Your Last Increase: If it’s been a year and your contributions have grown, it’s a natural time to revisit your pay.
Quick Tip: Always prepare by documenting your achievements, researching market rates, and practicing your pitch. If budget constraints arise, explore non-monetary benefits or set a timeline to revisit the discussion.
Timing matters, but preparation is key. With the right approach, you can increase your chances of success.
Best Times to Ask for a Raise: Timing Comparison Guide
1. After Your Performance Review
Performance reviews are an excellent opportunity to bring up salary discussions. Since your manager is already evaluating your contributions, it’s a natural moment to transition into a conversation about compensation. Many companies tie salary adjustments to performance reviews, which makes this timing particularly effective.
To make the most of this opportunity, start the conversation one to two months before your review. At this point, your accomplishments and impact are still fresh in everyone’s mind, and your request is more likely to align with the company’s budgeting process. Waiting until after the review might mean the budget is already set, leaving less room for negotiation.
Career coach Tramelle D. Jones stresses the importance of being proactive:
You need to start this conversation. Don't wait for your boss to come talk to you.
Prepare for this discussion by keeping a concise record of your accomplishments. Focus on measurable achievements, such as revenue growth, cost savings, or successful project completions. Even if your role doesn’t seem numbers-driven, there are always ways to quantify your contributions. As Jones points out:
Everyone has solid statistics, even if we don't think of them as such. They might be really close to the bottom line - maybe you trained other employees or updated a certain data system.
If your performance has been strong, experts recommend asking for a raise in the range of 10% to 20% of your current salary . To support your request, research industry benchmarks using platforms like Payscale or Glassdoor. This ensures your proposal is realistic and competitive. If the company can’t accommodate a raise due to budget constraints, consider negotiating for other perks, such as flexible work hours, additional paid leave, or funds for professional development.
Timing and context matter. If your performance review includes negative feedback or the company is facing financial challenges, it’s wise to postpone your request. Career counselor Karen Chopra advises against acting impulsively:
The biggest no-no is never go into this hot... Take the time to cool down. You are not going to think clearly, your boss is not going to respond well.
2. After Completing a Major Project
Wrapping up a major project gives you undeniable proof of your value to the company. Your contributions are fresh in everyone's minds, and the results are right there for all to see. This makes it one of the best times to ask for a raise.
Timing is key - schedule a meeting with your manager within one to two weeks of finishing the project to keep the spotlight on your success. Melanie Haniph, a talent management expert at TopResume, puts it perfectly:
A big win or a major accomplishment highlights your value to the organization and will help make your case.
When making your case, focus on the numbers. Be clear about how the project impacted the company - did it boost revenue, cut costs, or improve efficiency? Share specific results, like "increased sales by 15%" or "reduced processing times by 20%." Leadership coach Tanya Tarr emphasizes:
If you can tell your supervisor what problem you solved, that is a direct articulation of your value.
Highlight your top three accomplishments from the project, and back them up with any positive feedback you've received. If your work contributed to your boss’s recent promotion or recognition, bring that up - it’s a great way to show how your efforts have benefited the team as a whole.
Interestingly, only 37% of employees have ever asked their current boss for a raise, according to Payscale research. By tying your request to the success of a major project, you not only stand out as proactive but also present clear evidence of your impact. This is the perfect momentum to start a thoughtful conversation about your compensation.
3. During Company Growth Periods
When your company is thriving after major project wins, it's an ideal time to discuss a raise. During growth periods, decision-makers are often more inclined to invest in their employees, as they have both the resources and the motivation to reward those contributing to the success.
Look for signs of growth. For public companies, signs like earnings reports surpassing expectations, announcements about new offices, major client acquisitions, or product launches can signal expansion. Adam Fenster, Senior Copywriter at Ultimate Medical Academy, explains:
If the company is making plans to expand, for instance, this could signal that it is experiencing growth.
Even internal updates, such as newsletters highlighting record profits or big deals, can indicate that the company has the budget to invest in its team.
It's worth noting that replacing an employee can cost about 20% of their annual salary, while engaged employees can increase profits by 23% - making raises a smart investment for retention.
Timing matters. The best moment to approach your manager is right after a significant company achievement, such as a successful product launch, a strong quarterly earnings report, or landing a major partnership. Decision coach Nell Wulfhart emphasizes:
If money is flowing, management is more receptive to your ask, especially if you can demonstrate your role in the success.
However, timing your request is crucial. Avoid bringing it up if the company is cutting costs, dealing with layoffs, or issuing memos about conserving resources. When you do make your case, tie your contributions directly to the company's growth. Use specific metrics and examples to show how your work has driven those successes.
4. After Taking on New Responsibilities
Taking on duties beyond your original job description is a solid reason to request a pay adjustment. It not only reflects your evolving role but also lays the groundwork for future salary conversations. The trick is proving you can excel in the expanded role before making your case.
If you've recently taken on new responsibilities, give yourself about six months to show you can handle the additional workload effectively. This time allows you to establish a track record of success. However, if you've been handed a "dry promotion" - a higher-level title or significantly expanded duties without a pay bump - you should address the compensation gap immediately.
Start by comparing your current responsibilities to your original job description. Then, quantify your contributions - like time saved, costs reduced, or revenue generated. Talent management expert Melanie Haniph emphasizes:
If you're in a new job and contributing more, it's fair to ask that your compensation reflect your added responsibilities.
When presenting your case, focus on your strongest points. Career counselor Karen Chopra suggests:
Pick the top three or four [arguments], and hone them so that it's a really short and powerful presentation.
Don't expect management to automatically reward you with a raise for taking on more work. Monster contributor Daniel Bortz highlights:
It's unlikely that someone is just going to hand you more money along with the increased job duties.
Instead, research market rates for your expanded role and propose a specific figure - such as a 10% increase. If budget limitations make a salary bump impossible, explore alternatives like flexible schedules, additional PTO, or funding for professional development.
Make sure to document measurable results to strengthen your case during salary discussions or performance reviews.
5. At Annual Salary Review Cycles
Many companies follow a structured timeline for salary adjustments, often tied to the fiscal year-end, the start of the calendar year, or your work anniversary. Aligning your raise request with this schedule can work in your favor, as managers are already reviewing performances and setting budgets during these periods.
To maximize your chances, start the conversation 2–4 months before the formal review. Talent management expert Melanie Haniph suggests:
If you know that salary increases are effective on March 1, ask about a raise a month or two ahead of that date.
Once the review process concludes, budgets are typically finalized until the next cycle. Decision coach Nell Wulfhart cautions:
Once they've decided on your raise, the ship has likely sailed until next year (or until your next big assignment).
Since managers often need approval from HR or senior leadership, making your request early allows time for proper budget planning. For 2024, U.S. employers allocated an average pay increase of around 4% during these annual review cycles, making it essential to stand out during this critical window.
To strengthen your case, maintain a "wins journal" to document your accomplishments throughout the year. Highlight measurable results, like revenue generated, cost savings, or process improvements. These specifics are invaluable when managers evaluate how your contributions align with company goals. If budget limitations prevent an immediate raise, ask for clear performance targets that could justify an increase and agree on a timeline to revisit the discussion - ideally within six months.
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6. Following Personal Professional Milestones
Earning new certifications, completing advanced degrees, or mastering sought-after skills shows your dedication to growth and can be the perfect opportunity to discuss a raise. Timing is everything - make your request soon after achieving the milestone and highlight how it will benefit the company moving forward.
Focus on the future, not just the past. As U.S. Bank suggests:
Include your future plans in your request versus focusing on what has already happened. That way, your employer can see how you will continue to create benefits for the company.
Employers are especially interested in milestones that align with their goals. By 2026, 34% of employers plan to prioritize skill and talent development as part of their compensation strategies. Certifications in areas like financial reporting, compensation management, or emerging technologies such as AI and automation can help you take on greater responsibilities. Before committing to a certification, consider discussing with your manager whether it could lead to a pay increase or unlock a higher-paying role.
Show the measurable impact. Be ready to explain how your achievement will save time, reduce costs, or improve outcomes. For instance, if you've earned a data security certification, you could point out how it enables you to manage system upgrades internally, eliminating the need for outsourcing. Maddie Machado, Reverse Recruiter, advises:
Go home and write down every project you've done, process you've improved, and anything you've done to save the company time, save the company money, or make the company money.
Timing your discussion is critical. Bring up your milestone right after completing it or within six to twelve weeks before budget planning begins. While typical merit raises range from 3% to 5%, a major milestone could justify asking for a 10% to 20% increase. If an immediate raise isn't possible, consider negotiating for alternatives like company-sponsored professional development or setting a timeline - ideally within six months - to revisit your compensation after demonstrating the value of your new skills.
To strengthen your case, consider using tools like Monefy to track your accomplishments and make your discussions even more compelling.
7. When It's Been 12 Months Since Your Last Salary Increase
If it’s been a full year since your last raise, it’s a good time to consider having a conversation about your compensation - especially if your contributions have grown during that period. Many companies operate on annual fiscal cycles, setting aside specific budgets for raises and merit increases once a year. This makes the 12-month mark a natural opportunity to revisit your salary. Career expert Alison Green puts it this way:
A raise is recognition that you're now contributing at a significantly higher level than when your salary was last set – so you want to make sure that's true.
Think about what you’ve achieved in the past year. Have you taken on additional responsibilities, stepped in to cover for a departed colleague, or successfully led a major project? These are clear signs that your efforts go beyond the basic requirements of your role, which managers tend to value highly. If your workload or impact has expanded significantly, it may be the right time to request an adjustment.
Market data can also strengthen your case. If your current salary falls below the market rate for someone with your experience and role, this annual check-in is an ideal moment to address the gap. According to CareerBuilder, 26% of employers admit their initial salary offers are often at least $5,000 lower than what they’re willing to pay. That’s a compelling reason to ensure your compensation is keeping pace.
Timing is everything when making your request. If your company typically reviews raises at the end of the fiscal year in June, aim to present your case in April. This gives your manager enough time to incorporate your request into budget planning. Be prepared to back up your ask with measurable achievements - whether that’s hitting performance targets, driving revenue growth, or contributing to major partnerships.
Before heading into the meeting, think about your backup plan. If a raise isn’t possible right now, you could suggest revisiting the discussion in six months or explore other benefits, like additional vacation days or flexible work arrangements. Keep in mind that employee turnover can cost companies nearly one-third of an annual salary, which can work in your favor during negotiations.
8. Use Monefy to Track Your Accomplishments
When you're preparing to ask for a raise, having solid evidence of your contributions is key. Keeping a record of your professional achievements not only highlights your value but also boosts your confidence during negotiations. Reverse recruiter Maddie Machado emphasizes this point:
Keep track of your achievements throughout the year as they happen so you can refer to them when making your raise request.
This is where Monefy comes in. The app’s income tracker allows you to log salary increases and bonuses, creating a clear timeline of your financial progress. This timeline can be a powerful tool when you’re preparing for salary discussions. By consistently tracking your accomplishments, you’re always ready to demonstrate your impact.
Monefy also offers customizable reminders to help you stay on top of documenting your achievements. Setting a weekly reminder ensures that no milestone - whether financial or professional - slips through the cracks before your next review.
Another handy feature is Monefy's expense categorization, which helps you assess your cost of living. This can guide you in setting a realistic and informed salary goal. Armed with clear data, you’ll feel more confident heading into negotiations.
With over 11 million downloads and a 4.7/5 rating from more than 283,000 reviews, Monefy is trusted by users worldwide. It’s available in both free and Pro versions, with the Pro plan offering multi-device syncing. This feature ensures you can access your financial records and performance data anytime, including during those crucial salary discussions.
Comparison Table
The table below outlines various timing options for discussing a raise, highlighting their potential benefits and challenges.
| When to Ask | Advantages | Risks |
|---|---|---|
| After Performance Review | Aligns with scheduled evaluations. | The annual budget may already be set. |
| After Major Project | Emphasizes recent accomplishments. | Could seem impulsive if long-term performance consistency isn’t clear. |
| Company Growth Periods | Increased chances of available budget and positive management outlook. | Economic pressures might lead to budget cuts. |
| New Responsibilities | Matches pay with additional workload and complexity. | Requesting too early (before 6 months) might appear premature. |
| Annual Review Cycles | Consistent with company’s review schedule. | Missing the window might mean waiting another year. |
| Market Rate Discovery | Leverages external data to justify a "market correction". | Could strain relationships if seen as a threat. |
| 12-Month Interval | Adheres to professional norms and avoids appearing overly demanding. | May not justify a substantial raise if based only on tenure. |
While timing is important, it’s not the sole factor in securing a raise. Prepare a strong case supported by measurable achievements and thorough market research. If the timing isn’t right, consider negotiating for alternatives like bonuses, additional paid time off, or scheduling a future salary review. Use this table as a guide to pinpoint the best moment for your discussion.
Conclusion
Timing and preparation are everything when it comes to asking for a raise. Before setting up that meeting, consider your company’s financial health - are they hitting revenue goals, or are budgets tight? Avoid making your request during layoffs or shortly after receiving negative feedback, as these circumstances significantly reduce your chances of success.
If the conversation doesn’t immediately lead to results, persistence and strategic follow-ups can make a difference. Interestingly, 70% of employees who ask for a raise end up getting one. Yet, 44% of workers never bring up salary during performance reviews. Don’t let hesitation or uncertainty cost you thousands over your career.
"This is your money, and every week you wait to have the conversation is a week you're getting a few hundred dollars less than what you could be getting paid." – Maddie Machado, Reverse Recruiter
Every discussion about your pay is a step toward securing your financial future. To see how a raise could impact your budget and savings, tools like Monefy can help you map it out.
For more guidance on navigating these tricky conversations, check out the commonly asked questions below.
<div class="accordion"> <h2 class="accordion-title">Questions? Answers.</h2> <p class="accordion-subtitle">Common questions about asking for a raise</p>
<div class="accordion-item"> <div class="accordion-header"> <span>How much of a raise should I ask for?</span> <div class="accordion-icon"></div> </div> <div class="accordion-content"> <p>A good starting point is to ask for a 10% to 20% increase over your current salary, depending on market rates and your contributions. Research salaries for your role, location, and experience level using online databases. Also, factor in any additional responsibilities you've taken on, like covering for departed colleagues or stepping into leadership roles. If your contributions have been significant, aiming for the higher end of this range may be justified.</p> </div> </div>
<div class="accordion-item"> <div class="accordion-header"> <span>How long should I wait before asking for a raise?</span> <div class="accordion-icon"></div> </div> <div class="accordion-content"> <p>Generally, it’s best to wait at least 12 months in your current role before requesting a raise. This gives you time to build a strong track record of accomplishments. However, exceptions can be made if you’ve taken on major new responsibilities, completed a high-impact project, or discovered your pay is significantly below market rates. In these cases, be sure to come prepared with solid evidence to support your request.</p> </div> </div>
<div class="accordion-item"> <div class="accordion-header"> <span>What if my manager says the budget is already set?</span> <div class="accordion-icon"></div> </div> <div class="accordion-content"> <p>If budget constraints are cited, ask for a clear timeline to revisit the conversation - perhaps during the next budget cycle or in six months. Clarify what achievements or metrics would make a raise possible in the future. Alternatively, explore non-monetary options like extra vacation days, flexible work arrangements, or professional development opportunities. Document the discussion to ensure both parties are aligned on expectations.</p> </div> </div>
<div class="accordion-item"> <div class="accordion-header"> <span>Should I mention a competing job offer when asking for a raise?</span> <div class="accordion-icon"></div> </div> <div class="accordion-content"> <p>Bringing up a competing offer can be effective but risky. Only mention it if you’re genuinely prepared to leave if your employer doesn’t match it. Some managers may see it as a threat, which could strain your relationship even if they agree to the raise. A safer approach is to use market data to justify your request, framing the conversation around fair compensation instead of ultimatums.</p> </div> </div>
<div class="accordion-item"> <div class="accordion-header"> <span>How do I bring up the topic of a raise with my manager?</span> <div class="accordion-icon"></div> </div> <div class="accordion-content"> <p>Don’t bring up a raise casually or during unrelated meetings. Instead, send a formal email requesting a dedicated meeting to discuss your performance and compensation. Briefly outline your intent to review your contributions and pay, giving your manager time to prepare. Schedule the meeting at least a week in advance and choose a time when your manager isn’t swamped with deadlines. Come prepared with documented achievements, market research, and a specific pay range in mind. This professional approach shows you’re serious and well-prepared.</p> </div> </div>
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FAQs
What’s the best way to prepare for asking for a raise?
When it comes to asking for a raise, timing and preparation are everything. The ideal moments to bring up the topic include right after wrapping up a major project, during a scheduled performance review, or when the company has hit an important milestone. These situations naturally highlight your contributions and tie your request to the company’s success.
To make your case stronger, keep a record of your achievements. This could include successful projects you’ve led, new responsibilities you’ve taken on, or positive feedback from your manager or colleagues. Concrete examples of your impact can go a long way in justifying your request.
Approach the discussion thoughtfully - be professional, choose the right moment, and clearly communicate your value to the company. A well-prepared and confident presentation can make all the difference.
What should I do if my request for a raise is turned down?
If your request for a pay increase is turned down, it’s important to remain professional and use the moment as a chance to grow. Start by asking your manager for feedback on specific areas where you can improve or what milestones you need to achieve to be considered for a raise in the future. This demonstrates your commitment to personal and professional development.
You might also suggest scheduling a follow-up conversation down the road, ideally after you’ve reached the outlined goals. In the meantime, look for ways to build your case - whether it’s by taking on extra responsibilities or learning new skills that add value to your role. Keeping a positive outlook and expressing appreciation for the discussion can help maintain a strong relationship with your manager and leave the door open for future opportunities.
How can I showcase my achievements when asking for a raise?
To build a solid case for a raise, focus on measurable achievements that clearly show your contributions to the company. Use data points like sales growth, project outcomes, cost reductions, or improvements in customer satisfaction. For instance, you could point out that you boosted revenue by 15%, finished a key project ahead of schedule, or implemented a process that saved the company $10,000.
Make sure to connect your accomplishments to the company’s objectives. Demonstrating how your efforts have directly supported team or organizational success strengthens your argument. Keep your examples clear, specific, and backed by numbers or tangible results to emphasize why your performance warrants a salary increase.