How to ask for a raise at work: what your role is worth, how much to ask for, when to ask, and the exact words, with a script and an email template.
Worth It: The Salary Negotiation Guide for Women by Bhumika AT — Scripts, 10 email templates and worksheets for your first offer, your next one and every raise in between. Buy on Amazon.com · Amazon.co.uk · Amazon.de · Amazon.in
Asking for a raise feels risky, but the bigger risk is not asking: every raise you skip lowers the base for every raise after it. The good news is that a well-prepared request — the right number, the right timing and the right words — succeeds far more often than a vague "I think I deserve more". This guide shows you how to ask for a raise at work step by step, how much to ask for, when to ask, and exactly what to say, with a script and an email template you can copy.
Your request is strongest when it is tied to the market, not to your personal needs. Gather three or four data points for your role, level and location:
Europe is changing too: The EU Pay Transparency Directive, which member states had to bring into law by June 2026, gives workers the right to ask for pay information and requires pay ranges before the interview. Check how your country has implemented it.
Managers have to justify a raise to someone else. Give them the words. List what you have achieved since your last pay change, with numbers wherever you can:
Base the number on the gap between your pay and the market rate for what you now do, not on a fixed percentage. Then set three numbers, as you would for a job offer:
If your role has grown into a bigger one, ask to be paid — or re-levelled — for the bigger role. That is a different conversation from a cost-of-living increase, and usually worth more.
Timing changes the answer more than most people expect.
| Good times | Times to wait |
|---|---|
| A few weeks before budgets or reviews are set | Right after layoffs or a bad quarter |
| Soon after a clear win you can point to | When your manager is under visible pressure |
| When your responsibilities have grown | In your first months in a new role |
| When you have a competing offer | By ambushing your manager in a hallway or a group meeting |
If reviews happen once a year, raise the topic a month or two before the review, while there is still room in the budget.
Ask for a dedicated conversation instead of tagging it onto another meeting. A short email or message is enough to set it up.
Booking the meeting:
"Could we find 20 minutes this week to talk about my role and compensation? I'd like to share what I've been working on and get your view."
The ask, in the meeting:
"Over the past year I've [result with a number] and taken on [new responsibility]. I've looked at the market for this role, and similar positions pay around [amount]. I'd like to ask for my salary to move to [first ask]. I hope it's OK to raise this — I really enjoy the work and want to keep growing here."
Then stop talking. Silence feels uncomfortable, but it gives your manager space to respond.
Research suggests women ask for raises about as often as men but are turned down more often, and can be judged for asking. The same research points to what helps: give a legitimate reason for the request (market data, a manager's encouragement, a bigger role) and show that you care about the working relationship. The script above does both.
A no is often "not yet". Turn it into a plan:
Turning a no into a plan:
"I understand. What would I need to achieve for a raise to be possible, and could we agree to review it in three months?"
Raise request email:
Subject: Request to discuss my compensation Hi [Manager's name], Thank you for your support this year. I'd like to set up a short meeting to discuss my compensation before the review cycle. Since my last salary review, I have [result 1, with a number] and [result 2], and I have taken on [new responsibility]. Based on this and on market pay for similar roles, I'd like to discuss moving my salary to [amount]. Would [day] or [day] work for 20 minutes? Best regards, [Your name]
In the book: Worth It covers raises, reviews and the "broken rung" — the first promotion to manager, where women most often fall behind — with scripts for each conversation and calm replies to "We don't have the budget".
Scripts for every pay conversation, from the first offer to your next raise. See the book: Worth It
Research what your role pays in the market, list your results with numbers, book a dedicated meeting, name a specific salary and explain why, then agree a next step if the answer is not yes.
Base it on the gap between your pay and the market rate for your current role. Set a walk-away number, a target and a first ask a little above the target.
A few weeks before budgets or reviews are set, soon after a clear win, or when your responsibilities have grown. Avoid times of layoffs or financial trouble.
Use email to book the meeting and to confirm what was agreed. Make the ask itself in a conversation if you can, so you can respond to questions.
Ask what you would need to achieve and agree a date to review it again. Ask whether a bonus, title change, training or flexible work is possible in the meantime.
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