What if my manager says no to a raise request?

Ask what it would take to get a yes and get the answer in writing if possible. Set a specific follow-up date and hold them to it.

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Raise Request Email Builder

Q: Should you mention a competing offer when asking for a raise?

Only if you are genuinely willing to take it. Never bluff with an offer you would not actually accept.

List your accomplishments and target salary — get a professional, evidence-led email that makes a compelling case to your manager.

Your full name*

Manager's name*

Your job title*

How long in this role

Current salary (optional)

Target salary (optional)

Your wins — be specific with numbers where possible

Accomplishment 1*

Quantify if you can — revenue, savings, % improvement, projects led

Accomplishment 2

Accomplishment 3

Market context (optional)

Mention if your role commands more in the current market

Fill in your name, manager's name, job title, and at least one accomplishment.

Raise Request Email

Subject: Request to discuss compensation — [Your Role]

Dear [Manager Name],

I am writing to request a conversation about my compensation.Over my time in this role in my role as [Your Role], I have taken on significant responsibility and delivered strong results:

 Based on this track record and current market rates, I would like to discuss a salary adjustment.

I would welcome the opportunity to discuss this at your convenience. I am happy to provide any supporting information you might need, and I remain committed to contributing to the team's success.

Thank you for your time and consideration.

Best regards,
[Your Name]

Send this to request a meeting — don't use it as a final ask. Follow up in person or on a call.

How to ask for a raise — and actually get one

Research consistently shows that people who ask for raises get them more often than those who wait. Yet 45% of workers never negotiate their salary at their current job, leaving significant money on the table. Those who do ask receive an average increase of 18.8% — well above the standard 3% annual raise most employees are given automatically.

The most effective salary increase request letters tie the ask directly to business outcomes: revenue generated, costs saved, projects delivered, or responsibilities added. Managers are not primarily motivated by tenure — they respond to demonstrated value. Market data strengthens your case, but it should support your evidence, not replace it. The best time to ask is after a clear win, during a performance review cycle, or when you have recently taken on new responsibilities.

Tips for a stronger raise request

—Start building your case 3–6 months before you ask — keep a running document of wins, metrics, and expanded responsibilities so the ask is backed by a full record, not a last-minute list.
—Lead with your accomplishments and their business impact, not your tenure — “I have been here 3 years” is not a reason to pay someone more. Specific outcomes are.
—Quantify your wins in dollar terms wherever possible — if you saved the company $40k or generated $200k in pipeline, say that number explicitly. It reframes the conversation from cost to return on investment.
—Name a specific target salary, not a range — ranges anchor to the lower end. State one number supported by your market research.
—Use the email to request a dedicated meeting — do not make the full ask in the email itself. A salary conversation deserves focused attention, not a reply between other tasks.
—Research your market rate across at least three sources (LinkedIn Salary, Glassdoor, Levels.fyi) before you write — data-backed asks are significantly harder to deflect than gut-feel requests.
—Time the conversation carefully — ask after a visible win, at or before your annual review cycle, or shortly after taking on new responsibilities. Avoid asking during company cost-cutting cycles or right after a difficult quarter.
—Prepare for “no” before you go in — ask what specific milestones would justify the increase, get the answer in writing, and set a follow-up date. A no with a clear path is far more valuable than a vague deferral.

Frequently asked questions

When is the best time to ask for a raise?

The best times are after a visible win, before or during your annual review cycle, or when you have recently taken on significantly more responsibility. Avoid asking during company-wide cost-cutting or immediately after a difficult quarter.

What if my manager says no?

Ask what it would take to get a yes — and get the answer in writing if possible. A no with a clear path forward is far better than a vague deferral. Set a specific follow-up date and hold them to it.

Should you mention a competing offer when asking for a raise?

Only if you are genuinely willing to take it. Using a competing offer as leverage is effective but carries risk — if your employer cannot match it, you may be expected to leave. Never bluff with an offer you would not actually accept.