Research what the role pays
Start with public data. The US Bureau of Labor Statistics publishes pay information by occupation and area, and its Occupational Outlook Handbook gives typical pay for many jobs. Some states and cities now require employers to include pay ranges in job postings, so postings for similar roles near you can also help. Rules differ by place and change over time.
Look for a pay range for the role. Your place in the range depends on your experience, your results, the employer's size and budget, and the local market. Talking with people in similar roles can add detail, if they are comfortable sharing.
Build your case from results
Employers usually give raises for value they can see. Gather evidence from the last six to twelve months, using the record from the skills guide if you keep one:
- Projects you finished and what changed because of them
- Responsibilities you took on beyond your original role
- Problems you solved, time or money saved, or customers kept
- Positive feedback from your manager, peers or clients
- New skills or qualifications you use in the job
Focus on what you contributed. Personal costs, such as rent going up, are real, but they rarely persuade an employer on their own.
Pick the timing
If you can, ask around the time budgets are set. Many employers plan raises around annual reviews or the start of a budget year, so raising the topic a month or two before can help. Soon after a clear success is also a good moment. Times of layoffs or budget cuts are harder, though you can still ask about the path to a raise later.
In the conversation
- Ask for a meeting about your role and pay, so your manager isn't caught off guard.
- Open with what you have delivered and what you plan to take on next.
- Say what you are asking for, based on your research, and why.
- Listen to the answer, and ask what would need to happen if the answer is not yet.
- Follow up in writing with a short summary of what you agreed.
Stay calm and specific. Avoid ultimatums or claims about other offers unless they are true and you are ready to act on them.
Plan for each answer
A yes may come with a smaller amount than you asked for. Decide in advance what you would accept. A "not now" is a chance to ask what results, by when, would earn a raise, and to book a date to talk again. A flat no tells you something about your growth path where you are. You might then look at other forms of pay, such as training budget, title changes or flexible hours, or start to look elsewhere.
Pay and your rights
This page is general information, not legal advice. If you think you are paid less because of your race, sex, age, disability or another protected characteristic, or you aren't receiving minimum wage or overtime pay you are owed, look at the official sources on our resources page, including the US Department of Labor and the EEOC, or speak with an employment lawyer.
In the United States, the National Labor Relations Board explains when many private-sector employees can discuss pay with coworkers. Check the current rules on its site before relying on them.