How Much of a Raise Should You Ask For?
There's no single number — it depends on why you're asking. Here are the typical ranges for each situation, a calculator to turn a goal into the exact percentage, and how to back it up.
The short answer: at least enough to beat inflation, and as much more as your performance, market rate, or a bigger role can justify. A cost-of-living bump keeps you level; a strong performance case or a competing offer can push the number much higher. The worst mistake is anchoring low — most managers expect a negotiation, and the first number sets the ceiling.
Start by deciding which reason fits your situation, then use the calculator to translate a target salary or dollar figure into the percentage you'll actually ask for.
How-much-to-ask calculator
Raise to ask for
10.0%
$60,000.00 → $66,000.00 · promotion or market-correction territory
Gross raise
$6,000.00
+$500.00/mo · +$230.77/paycheck
New salary
$66,000.00
up from $60,000.00
After 3.3% inflation
+6.5%
real raise — beats inflation
The band compares your ask to the 3.3% cost-of-living floor and typical merit ranges — a guide, not a promise. What's reasonable depends on your performance, market rate, and role. Figures are gross (before tax).
How much to ask for, by reason
Match your ask to your strongest justification. These are typical ranges, not rules — your leverage depends on your performance, the market, and your employer's constraints.
| Reason | Typical ask | What backs it up |
|---|---|---|
| Cost-of-living adjustment | ~3.3% | Just to keep up with inflation. This is the floor — anything less is a real-terms pay cut. Tie it to the current CPI rate. |
| Merit / strong performance | 4–7% | Cost of living plus a premium for exceeding expectations. Come with specific results, metrics, and added responsibilities. |
| Market correction (underpaid) | 10–20% | When your pay has fallen behind the market rate for your role. Justify it with salary data for your title, location, and experience. |
| Promotion / new scope | 10–20%+ | A bigger role with more responsibility warrants a step change, not an incremental bump. Tie the number to the new job's market band. |
| Competing offer | match the offer | A written offer is the strongest leverage there is. Ask your employer to match or beat it — but only raise it if you'd actually leave. |
Unsure what counts as strong? See what makes a good raise percentage, and the difference between a cost-of-living raise and a merit increase.
Aim a little higher than you think
Two things quietly shrink a raise. First, inflation: with CPI-U at 3.3% (12 months ending March 2026), a raise below that loses purchasing power even though the number went up. Second, taxes: the new dollars are taxed at your marginal rate, so your take-home grows a little slower than your gross pay. Together they mean the raise that actually keeps you whole is a touch above the inflation rate.
Before you settle on a number, check the real, after-tax break-even for your state on the raise you need to beat inflation, and see what any raise looks like in your paycheck with the take-home pay calculator.
How to justify the number
- Name a specific figure or range. “I'm looking for a 10% increase to $66,000” is far stronger than “a raise.” Anchor with a number backed by a reason.
- Lead with evidence, not need. Results you delivered, scope you've taken on, and market data for your role — not your rent or personal expenses.
- Separate cost-of-living from merit. The inflation adjustment is the floor everyone deserves; your performance case is the part that pushes the number up.
- Aim slightly high. Managers expect to negotiate down, so opening at the top of your justified range leaves room to land where you actually want.
- Time it well. Reviews, budget season, after a big win, or when taking on new responsibilities are the strongest moments.
How-much-to-ask FAQ
Is asking for a 10% raise too much?
Not necessarily. 10% is reasonable for a strong performance case, a market correction if you're underpaid, or a promotion. For a routine annual review with no change in role, 3–5% is more typical. The key is matching the number to a justification.
What raise should I ask for with a competing offer?
Ask your employer to match or beat the written offer. A documented offer is the strongest leverage you have — but only use it if you'd genuinely accept the other job, because they may call your bluff.
How much raise should I ask for after a promotion?
A promotion is a step change, not an incremental bump — 10–20% or more is common, depending on how much the new role's market band exceeds your current pay. Tie the ask to the going rate for the new title, not a percentage of your old salary.
Should I ask for a percentage or a dollar amount?
Either works — lead with whichever is more concrete for your case. A target salary (“$66,000”) or dollar raise is easy to justify against market data; a percentage is easy to compare to inflation and typical raises. The calculator above converts between them.