How much should you ask for a pay rise? Find out using our Pay Rise Calculator:
💰 Pay Rise Calculator
Calculate your salary increase, compare take-home pay, and understand the real impact of your pay rise
How would you like to calculate your rise?
Before Pay Rise
Your Pay Rise
After Pay Rise
💡 Quick Insights
Visual Comparison
Calculating Take-Home Pay
Based on your current salary of £35,000 with a 5% pay rise
Tax & Deductions Settings
Compare Different Pay Rise Scenarios
See how different salary offers compare to your current pay
Or add a custom scenario:
Latest Jobs
FAQs about Pay Rises
When is the best time to ask for a pay rise?
Timing is crucial for a successful pay rise request. The ideal moments are during your annual performance review, shortly after you have successfully completed a major project, or when your role has significantly expanded with new responsibilities. These situations provide a natural and positive context to discuss your contributions. Conversely, avoid asking during periods of known financial difficulty for the company, such as after poor quarterly results or during a hiring freeze. Many UK companies finalise budgets towards the end of the financial year, so initiating the conversation a couple of months before this can also be a strategic move.
How do I figure out how much to ask for?
Your request should be based on solid research, not just a feeling. Start by benchmarking your role against the current market using UK-specific salary guides from platforms like Hays, Morgan McKinley, and Robert Half, or online tools on Glassdoor and LinkedIn. Consider factors like your industry, location (e.g., London salaries are typically higher), company size, and your level of experience. Based on this data, decide on a specific figure or a narrow range (e.g., £45,000-£48,000) rather than a vague request. Aim slightly higher than your ideal figure to allow for negotiation, but ensure the number remains realistic and justifiable.
How do I build a strong case for a pay rise?
This is the most important step and requires thorough preparation. Compile a evidence-based business case that demonstrates your value. This document should list your key achievements since your last salary review, using quantifiable metrics wherever possible (e.g., “Increased team efficiency by 15% by implementing a new process,” or “Contributed to a project that secured £50,000 in new business”). Also include any new skills or qualifications you’ve gained, additional responsibilities you’ve taken on, and positive feedback from colleagues or clients. The goal is to prove that your contribution to the business has grown and now warrants a higher salary.
How should I approach the actual conversation with my manager?
Request a formal, private meeting with a simple email, stating that you’d like to discuss your performance and career development. During the meeting, maintain a confident, professional, and collaborative tone. Begin by expressing your commitment to the company and then calmly present your business case, walking your manager through your documented achievements. Clearly connect your contributions to the team’s and company’s success. Present your case before you mention a specific figure, so the focus is initially on your value, not just the money.
What are some effective negotiation tips?
Once you have presented your case and stated your desired salary, the most powerful tool is often silence. Allow your manager time to process the information and respond. If they present a counter-offer, you don’t have to accept it on the spot; it’s perfectly reasonable to thank them and ask for a day to consider it. Be prepared to be flexible. If the budget is a genuine constraint, they may not be able to meet your figure exactly. Knowing your absolute minimum acceptable figure beforehand helps you navigate the negotiation effectively and decide if a compromise is acceptable.
What should I do if my request is rejected?
While disappointing, a “no” doesn’t have to be the end of the conversation. It’s crucial to remain professional and not show frustration. Politely ask for specific, actionable feedback by saying something like, “I understand. Could you help me understand what I would need to achieve over the next six months for us to revisit this conversation?” This constructive approach turns a rejection into a clear action plan, demonstrates your commitment to growth, and keeps the door open for a future increase.
What if they can't offer more money but suggest other benefits?
If a salary increase isn’t possible due to budget constraints, be open to negotiating non-financial benefits. These can significantly improve your overall compensation package and job satisfaction. Consider asking for a better job title, an increased training and development budget, more flexible working hours, additional annual leave, or improved pension contributions. Evaluate whether these alternatives align with your career goals and personal priorities; for many, benefits like enhanced flexibility can be as valuable as a pay rise.
Do I have a legal right to an annual pay rise in the UK?
In the vast majority of cases, you do not have an automatic legal right to a pay rise each year. The only legal obligation on your employer is to ensure your pay does not fall below the National Minimum Wage or National Living Wage rates, which are updated annually. The only exception is if your employment contract explicitly states that you are entitled to a specific annual increase (e.g., one tied to inflation or a set percentage). For most employees, pay rises are discretionary and based on company performance and individual merit.
Can I ask for a pay rise just because of the cost of living or inflation?
While the rising cost of living is a valid concern for you personally, it is generally not a strong foundation for a pay rise negotiation from a business perspective. Companies base salary decisions on your value, performance, and the market rate for your role, not on your personal expenses. Instead of centring your argument on inflation, use it as a catalyst to research the market. You can then frame your request around market adjustments and, most importantly, your own increased contributions and achievements, which is a much more compelling argument for your employer.
My pay rise was approved. What should I do now?
First, express your sincere thanks to your manager and anyone else involved in the decision. Then, ensure you get the agreement confirmed in writing. A formal email from HR or your manager, or an updated contract addendum, is essential to formalise the new salary and the date it will take effect. This prevents any future confusion or disputes. Once confirmed, a great final step is to briefly reiterate your commitment to your role and the company, showing that their investment in you is valued.
A private and exclusive forum for Architecture & Design professionals and students.
Backed by industry specialists, it’s where you can engage in meaningful conversation, make connections, showcase your work, gain expert insights, and tap into curated opportunities to advance your career or strengthen your studio.
