You’ve been putting in the work for months. Taking on additional responsibilities and looking for opportunities. You’re even stepping up when no one asked you to. Your pay rate no longer reflects the work you’re doing and you’d like that to change. It’s time to ask for a pay rise!

We’ve all been there at some point in our careers. Asking for a salary increase can feel awkward – even risky. However, if you adopt a smart strategy, requesting a pay rise is a professional move that can demonstrate your commitment to your employer.

We’re sharing expert tips on how to ask for a pay rise with confidence, turning the conversation into a constructive, two-way discussion.  

How to ask for a pay rise in 3 steps

Asking for a pay rise doesn’t have to be intimidating, especially if you approach it like any other business conversation.

Here’s a simple, three-step action plan to help you prepare and present your case to your boss with confidence.

Prepare your case	Gather salary data. Highlight your contributions. Know your market value.
Choose the right time	Time your request with a performance review. Have you had a big win or achievement? Now’s the time to approach your boss or manager.
Have the conversation	Stay professional. Make your request clearly and confidently. Keep the discussion a two-way street: listen to your employer and ask questions.

Read on for a breakdown of these steps.

Step one: Prepare like a pro

The best salary negotiations start long before you sit down with your manager, and they are all based on good preparation.

Being well-prepared is vital. It will give you the confidence to turn a tricky conversation into a constructive one about your value and your future with the company.

Here’s how to get yourself ready to ask for a salary increase.

Quantify your contributions

If you want to present a strong case, you need to demonstrate how you’ve gone above and beyond expectations in your current role. 

• List your wins: Include achievements that have improved efficiency, saved money, or added value to the company.
• Use data: Numbers speak volumes. Back up your request for a salary increase with figures. This could be cost savings, new clients, or targets smashed.
• Highlight new responsibilities: If your role has evolved, include that too.
• Draw on feedback: Use performance reviews or positive comments from colleagues and customers to support your value to the business.

Remember: This is about them, not you. Show your manager that you’ve gone the extra mile for the company, and back it up with facts and statistics.

Know your worth

You need to understand the market rate for your role in order to pitch a realistic figure. You can gain this knowledge by:

• Checking you’re being paid fairly: Use the Fair Work Pay Calculator to check.
• Researching comparable salaries: Start with free tools like SEEK, Hays Salary Guide and Michael Page.
• Scanning job ads: Look at similar roles to gauge your position against others.
• Talking to recruiters: An executive search consultant or recruiter can offer personalised insights into what the market rate for your job is.
• Getting to know your company: Consider your company’s goals, financial health, growth potential, and current policies.
• Using the Career Portal: When you’re a Charles Sturt student, you have free access to thousands of resources and a variety of interactive tools on the Charles Sturt Career Portal, or you could book a one-to-one appointment with our Career and Skills team. We’re here to help!

How much should you ask for?

Something many people struggle with is knowing how much of a pay rise they should ask for. As a general rule:

• Find a target range: Start with five to 10 per cent above your current salary. Go higher if your role has grown significantly.
• Go big first, and prepare to be talked down: If you start out at the higher end of your range, you’ll have the wiggle room to negotiate a little.
• Have a clear number in mind: Be specific. But allow a small buffer for negotiation.
• Think ahead: Have counter-responses in place for pushback or questions that might be directed to you about your request.

Step two: Pick the perfect moment

When asking for an increase in salary, timing is everything. Even with a strong case, making your request at the wrong time can reduce your chances of success. It pays (literally) to be strategic.

Let’s take a look at some good times, and inopportune times, to ask for a pay rise.

A good time to bring up your salary increase request is when you’re already demonstrating a positive impact. Additionally, it’s worth doing if you receive strong, objective feedback that praises you for supporting the company’s goals.

When you’re ready, request a dedicated meeting with the appropriate person or people. Don’t spring the topic during an unrelated discussion. Instead, ask for time to talk about your role and future development or a career progression check-in. This signals professionalism and gives your manager time to prepare for the conversation.

Here’s a simple example you could adopt:

“Hi [manager’s name], I’d love to set up a time to discuss my role and progression at [company]. Would next week suit for a quick check-in?”

Step three: Know what to say (and how to say it)

You’ve done the hard work of preparation. You’ve picked the right moment. The next thing to do is communicate your case clearly and confidently.

How you frame the conversation can influence how well your raise request is received. 

Professionalism matters

Be mindful that you are about to engage in a strategic business conversation, not a personal plea. Therefore, approach the conversation with composure and confidence. Make sure you always keep things professional.

When initiating the dialogue, start on a positive note. Acknowledge what you enjoy about your role and your appreciation for the opportunity. For example, you might say:

“I really enjoy the work I do here, I enjoy working for you, and I appreciate the opportunity to contribute to the team’s success.”

Articulate your value

Be direct about your request and back it up with your preparation. Refer to your achievements. Present the salary data you’ve gathered. Discuss how your contributions have helped the company meet its goals. Remind them of your employability skills. For instance, you could say:

“Over the past 12 months, I’ve taken on additional responsibilities and helped improve efficiency across our team. Based on my contributions and market data, I’d like to discuss a salary increase to reflect that.”

It is important to highlight your impact. Focus on the difference you’ve made to the organisation, rather than the tasks you’ve completed. For example:

“I’m confident the work I’ve done to streamline our processes has made a positive impact on the business. This is demonstrated by [supporting statistics].”

Be open to discussion

Salary negotiations are always a two-way conversation. Your manager may need time to consider your request. They might even want to offer alternatives such as a phased increase, a bonus, or professional development funding.

If they hesitate or suggest an alternative, you might respond:

“I’m happy to explore different options if that helps make this a productive next step for both of us.”

Active listening demonstrates maturity and professionalism. The more collaborative your approach, the better chance you have of achieving your goal. 

Discussions are also revealing. By listening to your employer, and discussing a possible pay rise, you’ll:

• achieve your goal (or agreeable alternative)
• lay the groundwork for a future raise 
• hear if your manager is open to the idea of a pay rise. (If they’re not and the discussion is unproductive, that’s telling, too. You may want to start looking for other employment opportunities.)

What not to do when asking for a pay rise

Preparation and professionalism can significantly strengthen your case. However, missteps can seriously undermine it. To keep the conversation constructive and focused on your value, try to avoid these common mistakes.

• Don’t compare yourself directly to co-workers – Focus on your contributions, not what others are earning or doing.
• Don’t demand or issue ultimatums – Keep the tone respectful. Threats to leave rarely lead to positive outcomes.
• Don’t make it personal – Avoid citing rent increases, debt, or lifestyle pressures. Keep the focus on your role and market value.
• Don’t wing it – A lack of preparation can make you seem less serious or uninformed.
• Don’t ask via email or text – Unless your manager has specifically requested it, have the conversation face-to-face or via a scheduled meeting.
• Don’t rely on emotion – Stick to the facts: your achievements, responsibilities, and relevant salary data.
• Don’t over-apologise – Asking for a salary increase is a normal part of career development.
• Don’t expect an immediate answer – Your manager may need time to consider your request or consult with others.

What happens next?

Once you’ve had the conversation, how you respond to the outcome (regardless of whether it is a yes, no, or maybe) matters just as much as your request.

If a pay increase isn’t possible, consider other options. This might be extra leave, professional skill development support, or flexible work arrangements. You could ask:

“What would I need to achieve over the next few months to revisit this conversation?”

It might also be a good idea to request the response in writing.

If the outcome doesn’t go your way, don’t take it personally. A denied raise doesn’t always reflect your performance. Sometimes it’s simply down to a lack of budget or the way internal processes work. If the conversation isn’t productive, stay professional, thank your boss for taking the time to speak with you, and keep performing your role to the best of your ability while actively exploring new opportunities.

Final thoughts

Asking for a pay rise is a normal and necessary part of everyone’s career progression. You can improve your chances for a positive outcome by thoroughly preparing your case with evidence. You also need to pick the right time and present your request professionally. 

Keep in mind that, no matter the outcome, you’ve shown initiative, professionalism, and a commitment to your career development. That’s a clear win and a strong foundation for future success.

Need support planning your next move? Charles Sturt’s Career Development Service is available for all students and alumni for up to 12 months after you graduate. Whatever you do, back yourself because you’ve got this! And remember, we’re always here to support you.

Frequently asked questions

How do I start a conversation with my boss about pay?

Request a dedicated meeting and frame it as an opportunity to discuss career development or contributions to the team. Avoid casual drop-ins. Being prepared and professional shows respect for your manager’s time.

Should I submit a written request for a salary increase?

While a written request can support your case, it’s best used alongside a face-to-face conversation. A written summary can be helpful for HR or for follow-up purposes.

What if salary guides show I’m underpaid?

Use salary benchmarks, salary surveys, or salary guides to show how your pay rate compares to industry standards. Present this data objectively as part of your case.

Can I ask for a pay rise during a probation period?

It’s usually a good idea to wait until your probation period finishes. However, you can still bring up the topic of progression and goal-setting for the future.