How do I ask for a pay raise in the US?

Request a dedicated meeting rather than raising it in passing. Come prepared with evidence of your contributions, market rate data for your role and location (Glassdoor, LinkedIn Salary, Payscale, Levels.fyi and BLS wage data at bls.gov), and a specific number. Frame it around value delivered and market rate, not personal need. Time it after a success or at your review cycle.

What is a reasonable pay raise to ask for?

It depends on how far below market rate you are, how long since your last increase, and inflation over that period. A cost-of-living adjustment is a lower bar than a market correction. The most defensible approach is to anchor to a specific market figure for your role in your location rather than a generic percentage — a request backed by posted salary ranges is much harder to dismiss.

How do I find out my market salary in the US?

Use several sources: Glassdoor, LinkedIn Salary, Payscale, Indeed Salary, Levels.fyi for tech roles, and the Bureau of Labor Statistics Occupational Employment and Wage Statistics at bls.gov for rigorous occupation and metro-level data. Then check live job postings for the same role — in states and cities with pay transparency laws, postings must include a salary range.

Can my employer stop me discussing my pay with coworkers?

Generally no. The National Labor Relations Act protects the right of most private-sector employees to discuss wages and working conditions with each other, and a company policy prohibiting it is usually unlawful regardless of whether the workplace is unionized. Some categories of worker, including most supervisors, are not covered. This is general information, not legal advice.

How to Ask for a Pay Raise US — A Practical Guide | Ask Fin

Asking for a pay raise means requesting a dedicated meeting, presenting evidence of your contributions and market rate data, and naming a specific number. A well-prepared conversation backed by market data and documented results is materially more likely to succeed than a general request for more money.

Before you ask: do the groundwork

Research market rates for your role, experience and location. Use Glassdoor, LinkedIn Salary, Levels.fyi for tech roles, Payscale, Indeed Salary and the Bureau of Labor Statistics Occupational Employment and Wage Statistics at bls.gov.
Document your contributions: projects delivered, problems solved, revenue generated, costs saved, clients retained. Concrete examples are far more persuasive than general statements.
Consider timing: after a successful project, at your annual review, when budgets are being set, or when you have taken on significant additional responsibility.
Know your number: go in with a specific figure, not a vague request for more. Anchoring to a number gives the conversation structure.

Know your rights on pay transparency

A growing number of states and cities require employers to publish a salary range in job postings, and several prohibit employers from asking about your salary history. Separately, the National Labor Relations Act protects the right of most private-sector employees to discuss their pay with coworkers, regardless of company policy. Knowing what comparable roles are posted at is one of the strongest pieces of evidence you can bring.

How to frame the conversation

Request a meeting specifically for this discussion — do not raise it at the end of an unrelated meeting. Be direct, not apologetic. A confident framing: "I would like to talk about my compensation. Based on my contributions over the past year and the current market rate for this role, I believe a salary of X reflects the value I bring."

Handling pushback

"There is no budget right now" — ask when the next compensation cycle is and what specifically you would need to demonstrate to receive an increase then.
"Your performance does not justify it" — ask exactly what they would need to see, and ask for it in writing.
"We can offer X but not Y" — consider whether the offer is fair, or whether a counter-proposal is appropriate.

If the answer is no

A clear no with no path forward is useful information. It helps you decide whether to look externally. Labor market data consistently shows that changing employer produces a larger pay increase on average than staying, though with more disruption.

Tip: If a base salary increase is not possible, ask about other forms of compensation with real value: a bonus, additional PTO, a title change, remote or flexible work, a professional development budget, or an improved 401(k) match.

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General guidance only — not regulated financial advice.

General guidance only — not employment, legal or financial advice.

How to research your market rate

Use multiple sources and note the range, not just the average. Glassdoor and Payscale collect self-reported salaries by role and location. LinkedIn Salary gives job-title-specific data. Levels.fyi is the standard reference for technology roles. The Bureau of Labor Statistics publishes Occupational Employment and Wage Statistics by occupation and metro area at bls.gov, which is the most methodologically rigorous free source available. Recruitment firms also publish annual salary guides for most sectors.

Then look at live job postings for your exact role in your location. In states and cities with pay transparency laws, postings must include a salary range — that is what the market is currently paying, and it is more current than any survey. If comparable roles are posted well above your current salary, you have a strong, specific argument.

What to say — and what not to say

Effective framing: "Based on the value I have delivered this year — [specific result] — and the market rate for this role in this market, I would like to discuss moving my salary to X." Ineffective framing: "I need more money because my rent has gone up" or "I have been here two years so I feel I deserve more." The first positions you as a valuable asset making a reasonable, evidenced request. The second makes it about personal circumstances, which is not what compensation decisions are based on.

What to do if you get a no — or a partial yes

A flat no with no path forward is information: your employer either cannot or will not pay you market rate. Document the conversation in a follow-up email summarizing what was said, ask what would need to change for a raise to be possible and by when, and if no clear path emerges, start exploring external options. Changing employer has historically produced larger pay increases on average than internal progression, particularly in tight labor markets.

How to ask for a pay raise in the US