By Millions of professionals feel undercompensated for the work they do—but only a fraction take action. Whether you’ve taken on more responsibilities, discovered pay gaps, or haven’t received a raise in years, it’s time to take control of your income.
Knowing how to ask for a raise when you are underpaid can significantly boost your earnings and self-worth. But timing, preparation, and communication are key.
In this guide, we’ll cover:
- Signs you’re underpaid
- How to research your market value
- Best practices for preparing your raise request
- How to structure the conversation
- What to do if the answer is “no”
Step 1: Confirm You’re Actually Underpaid
Before you approach your manager, gather solid data to support your case.
Signs You May Be Underpaid:
- Your salary is below industry average for your role and region
- You haven’t received a raise in 2+ years
- You’ve taken on additional duties without extra pay
- New hires or coworkers with similar roles earn more
- Your company has grown, but your compensation hasn’t
Tip: Don’t rely on gut feelings. Use objective salary data from trusted sources.
Step 2: Research Your Market Value
Understanding the going rate for your job is crucial to justify your raise request.
Where to Find Salary Data:
| Platform | What It Offers |
| Glassdoor | Salaries by title, company, and location |
| PayScale | Personalized salary reports |
| Salary.com | Market-based compensation benchmarks |
| LinkedIn Salary | Compensation trends by experience and region |
| Bureau of Labor Statistics (BLS) | National averages by job title and industry |
What to Research:
- Average pay for your role
- Regional salary differences
- Pay range for your experience level
- Benefits comparisons (bonuses, equity, PTO)
Step 3: Document Your Value to the Company
When you’re underpaid, you need more than just salary data—you need to show your worth.
Create a “Value Report”:
- List accomplishments and results (e.g., “Increased sales by 25% in Q1”)
- Document additional responsibilities you’ve taken on
- Highlight positive performance reviews or feedback
- Include training, certifications, or skills acquired
Bring numbers when possible. Quantified achievements are harder to ignore.
Step 4: Choose the Right Time to Ask
Timing can make or break your raise request.
Ideal Times to Ask:
- After completing a successful project
- During performance reviews
- After taking on significant new responsibilities
- When the company is doing well financially
- Before budget planning season
Avoid Asking:
- During company layoffs or financial uncertainty
- Right after a mistake or negative feedback
- During personal time off or company transitions
Step 5: Plan What to Say (Raise Request Script)
Confidence and clarity are essential when asking for a raise due to being underpaid.
Raise Request Script Example:
“Hi [Manager’s Name], thanks for meeting with me. I wanted to discuss my compensation. Over the past year, I’ve taken on [specific tasks], contributed to [key results], and consistently delivered strong performance. Based on market research and my responsibilities, I believe my current salary is below industry standards. I’d like to discuss aligning my compensation more fairly with my role and contributions. Could we explore that?”
Bonus Tip: Practice your script aloud or role-play with a mentor.
Step 6: Prepare for Objections
Managers may push back. Stay calm and professional.
Common Objections & How to Respond:
“It’s not in the budget.”
“I understand budgets are tight. Can we revisit this in 3 months, or explore alternative compensation like a bonus or additional PTO?”
“You’re already paid fairly.”
“Based on my research and increased contributions, I’d like to better understand how compensation is determined here. Could you help clarify?”
“Now isn’t the right time.”
“I respect that. When would be a better time to revisit this discussion?”
Step 7: Follow Up Professionally
If your manager needs time or approval:
- Summarize the discussion via email
- Set a date for a follow-up conversation
- Continue tracking accomplishments
- Remain professional and productive
Even if the answer is “no,” you’ve planted the seed—and shown leadership.
Step 8: Know When to Look Elsewhere
Sometimes, companies won’t (or can’t) pay you fairly. If you’ve made your case and still feel undervalued:
- Explore open roles with competitive pay
- Update your resume and LinkedIn
- Network with recruiters
- Consider your career growth goals
You deserve to be paid what you’re worth. Don’t let underpayment hold you back.
Conclusion
| Step | Action |
| Confirm underpayment | Use salary benchmarks and internal comparisons |
| Do market research | Check salary ranges in your industry and region |
| Document achievements | Create a value report with metrics and impact |
| Choose the right time | Aim for strong performance periods or reviews |
| Script your request | Stay respectful, confident, and data-driven |
| Prepare for objections | Handle pushback professionally |
| Follow up | Keep the conversation going with next steps |
| Explore options | Be ready to pivot if you remain underpaid |
FAQs
1. What if I don’t know how much I should be paid?
Use tools like Glassdoor, Salary.com, and LinkedIn Salary to research market rates based on your title, location, and experience.
2. How much of a raise should I ask for?
If you’re underpaid, asking for a 10%–20% adjustment is common, depending on your gap and market value.
3. What if my raise request is denied?
Stay professional. Ask for a timeline to revisit the conversation or inquire about alternative compensation or promotions.
4. Can I ask for a raise via email?
It’s best to request the meeting in person or over video, but you can use email to start the conversation or follow up.
5. Should I threaten to leave if I don’t get a raise?
Avoid ultimatums unless you’re truly prepared to resign. Focus on value, not threats.
Also read: Due Upon Receipt Meaning: What It Is and How It Affects Invoices
