Most people who feel underpaid never ask for a raise. And most people who do ask get one. Research consistently shows that a clear, evidence-based, professionally delivered pay rise request succeeds more often than people expect — yet the majority of workers simply never have the conversation.

Here is a practical, step by step guide to asking for a pay rise in the UK — including what to say, when to ask, how much to request, and what to do if the answer is no.

Step by step guide to asking for a pay rise

01
Find out what you are actually worth

Before any conversation, you need data. The most credible source for UK salary benchmarks is the ONS Annual Survey of Hours and Earnings — the government's own payroll dataset covering millions of employees. Use our free salary checker to see exactly where your salary sits against the median for your age group and region. If you are below median, you have an objective, data-backed case. Print it or screenshot it before your meeting.

02
Pick the right moment

Timing matters more than most people realise. The best moments to ask are: just after a visible success or positive performance review; during your annual review cycle before budgets are set; after taking on significant new responsibilities; or when you have a competing offer — though using an offer as leverage carries risk and should be a last resort. Avoid asking when your company is going through redundancies, financial difficulty, or a leadership change.

03
Know your number before you go in

Have a specific figure in mind — not a range. Saying "I was hoping for somewhere between £40,000 and £45,000" invites your employer to anchor at £40,000. Saying "I would like to discuss moving my salary to £44,000" is a specific, confident ask. Base your number on the market data — ideally the 60th to 75th percentile for your age group and region, which gives you a justifiable target above median without being unrealistic.

04
Request a dedicated meeting

Do not ambush your manager at the end of a one to one or in a corridor. Send a short email or message asking for time to discuss your compensation. This gives them time to prepare and signals that you are approaching this professionally. Something like: "I would like to schedule some time to discuss my salary — would you be available for 20 minutes next week?"

05
Lead with value, follow with data

Open by summarising your contributions — specific achievements, projects delivered, responsibilities taken on. Then introduce the market data. The sequence matters: value first, data second. Starting with "the ONS data says I should earn more" before establishing your value sounds entitled. Starting with your contributions and then supporting it with data sounds professional and well-prepared.

06
Make the ask clearly and directly

State your request directly. Vague language like "I was wondering if there might be any possibility of perhaps looking at my salary" signals uncertainty and gives your manager an easy out. Clear language like "I would like to move my salary to £X" is more likely to get a direct response.

What to actually say — a script that works

Here is a framework you can adapt for your own conversation:

"Over the past year I have delivered [specific achievements]. I have also taken on [additional responsibilities] which were not part of my original role. I have been looking at the market data for my role and region — the ONS median for someone at my level in this area is around £X, and I am currently earning below that. I would like to discuss moving my salary to £Y. I am committed to this role and want to continue growing here — I just want to make sure my compensation reflects my contribution and the market rate."

How much should your salary increase per year in the UK?

As a general benchmark, a salary increase of 3 to 5% per year keeps pace with inflation and represents a standard annual review. Anything below 3% in a year of significant inflation effectively represents a pay cut in real terms. If you have taken on substantially more responsibility or your market rate has increased significantly, asking for 10 to 20% at a single review is reasonable and not uncommon — particularly if you have been with an employer for several years without a meaningful increase.

CIPD research consistently shows that people who switch jobs earn on average 10 to 15% more than those who stay and wait for internal increases. This is worth factoring into your negotiation — your employer knows it too.

The most effective negotiation tactic: silence. After you make your ask, stop talking. Many people fill the silence with qualifications and concessions before their manager has even responded. State your number, then wait.

What to do if they say no

A no does not have to be the end of the conversation. Ask these questions:

Get any agreed next steps in writing — even just a follow-up email summarising what was discussed. A verbal promise of a future review has a way of being forgotten.

If the answer is always no: persistent refusal to pay market rate is valuable information. It tells you that the path to earning what you are worth runs through a different employer. Use that clarity — update your CV and explore the market.

Start with the data

Find out exactly where your salary sits against the ONS median for your age group and region — the first step in any pay rise conversation.

Check my salary →
Source: CIPD Pay and Progression research, ONS Annual Survey of Hours and Earnings. This guide is for informational purposes only and does not constitute legal or financial advice.