How to ask for a raise by email

The email's real job is usually to get the meeting, not the money — salary decisions happen in conversations, but a well-written email sets the agenda, gets your evidence on record, and gives your manager time to prepare (and to pre-sell it upward).

Build the case on contribution, not tenure or need. "I've been here two years" and "rent went up" are weak arguments; "here's the scope I've absorbed and the results I've delivered" is a strong one.

Copy-paste templates

Requesting the conversationProfessional

Subject: Compensation discussion — could we find 30 minutes?

Hi [Name],

I'd like to set up a conversation about my compensation. My scope has grown meaningfully since my salary was last set — a few highlights:

- [Achievement with a number — e.g., took ownership of X, which cut Y by 30%]
- [New responsibility absorbed]
- [Result or recognition]

Could we find 30 minutes in the next couple of weeks? I'll bring a short summary so the discussion is easy to take forward.

Thanks,
[Your name]

The full written case (before or after the meeting)Confident & direct

Subject: Compensation review — summary of my case

Hi [Name],

Ahead of our conversation, here's the summary I mentioned.

Since [date/last review], my role has grown from [original scope] to [current scope]. Concretely:

- [Impact 1 with numbers]
- [Impact 2 with numbers]
- [Responsibility that used to sit with a more senior person/nobody]

Based on that scope and market data for comparable roles ([range/source]), I'm asking for a salary adjustment to [target].

I know decisions like this have a process — I'd appreciate your support in taking it forward, and I'm happy to provide anything else that helps.

Thanks,
[Your name]

Following up after "not right now"Polite but firm

Subject: Re: compensation — agreeing a path

Hi [Name],

Thanks for the honest conversation. I understand the timing constraint — what I'd like is to turn "not now" into a plan.

Could we agree on: (1) what specifically needs to be true for the adjustment to happen, and (2) a date when we revisit — e.g., [date, 3 months out]?

If it's useful I'll draft the criteria as I understood them from our chat, and you can correct me.

Thanks,
[Your name]

These templates are a starting point — your situation has its own details. Paste your own draft into our free tool and get it rewritten in the exact tone you need.

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What weakens a raise request

Arguing from need ("cost of living", "my mortgage"). Companies pay for value delivered, not expenses incurred — keep the case on contribution and market rate.
The ultimatum you won't honor. "Match this or I walk" only works if you're truly ready to walk; a called bluff ends careers at that company.
Vague asks. "I feel I deserve more" gives your manager nothing to take to their boss. Name a number or a range.
Ambushing in a random 1:1. Flag the topic ahead so your manager comes prepared to engage rather than programmed to deflect.
Sulking after a no. The follow-up-with-a-plan template converts a rejection into a commitment; visible resentment converts it into a career ceiling.

Frequently asked questions

When is the best time to ask for a raise?

Two windows work best: right after a visible win, and 2–3 months before the annual budget/review cycle — by review time most decisions are already made. Avoid asking during layoffs, lost deals, or your manager's worst week.

How much should I ask for?

Anchor to market data for your role and location (salary surveys, job postings with ranges, recruiter conversations). A 10–20% adjustment is a common ask when scope has grown; going far beyond market data needs an offer in hand to be credible.

Email or face-to-face?

Both, in order: a short email to request the meeting and set the agenda, the meeting for the actual discussion, then an email summarizing what was agreed. The written bookends protect you; the conversation persuades.