Asking for a pay rise in uncertain times

With living costs rising and workplaces under pressure, many early and mid-career professionals are asking the same question: is now really the right time to ask for a pay rise?

The past few years have changed how we work – roles have evolved, expectations have grown and costs have increased – leaving many unsure about how and when to raise the topic of a pay rise. Even with so much uncertainty, it’s important to remember that advocating for fair pay remains a healthy, normal and important part of your professional growth. The key is going into the conversation with clarity, confidence and the right data to back you up.

Here are five tips to help you make your case clearly and confidently.

A mentor and an RMIT alumnus sit together with a laptop in discussion

1. Get clear – why do you want a pay rise?

Before raising the topic with your manager, take time to understand your own motivations. Are you seeking recognition for increased responsibilities? Responding to rising living costs? Feeling undervalued compared to peers or market benchmarks?

Understanding why you’re asking helps you articulate what you need and ensures your request feels considered, not reactive. This self-reflection also builds confidence, which is essential when navigating conversations that can feel emotionally charged.

2. Ground your request in evidence, not emotion

In today’s competitive job market, one of the biggest missteps early and mid-career professionals make is entering a pay conversation without solid data. The more informed you are, the stronger and more confident your case will be.

Consider gathering:

Industry salary benchmarks for your role and experience
Comparable job listings to gauge current market rates
Internal insights, such as pay bands or progression frameworks
A clear record of your achievements, including measurable outcomes

Doing this groundwork not only strengthens your request – it also helps you understand what’s realistic within your industry and organisation.

3. Define what you’re asking for and your alternatives

A pay rise isn’t always a single number. Before approaching your manager, think about back to your why and consider what you’re specifically seeking. This might include:

a percentage increase
a step up into a new salary band
a title change that aligns with higher responsibilities
a pathway or timeline for progression.

And importantly, think about what else would support your growth if a salary increase isn’t possible right now. Alternatives may include:

professional development or training
leadership opportunities
flexible working arrangements
support for postgraduate study
a scheduled salary review in a few months’ time.

Knowing your priorities gives you more control and reduces the anxiety that often accompanies salary conversations.

4. Prepare your script

How you frame the conversation has a big impact on how it’s received. For many people, the biggest barrier is the worry that they’ll come across as demanding. One way to ease that pressure is to shift the focus away from personal financial stress and instead centre the discussion on your contribution and long-term commitment to the organisation.

If you can point to clear achievements, you might open the conversation with something like: Given the outcomes I’ve delivered this year and the responsibilities I’ve taken on, I’d love to discuss how my salary aligns with my role.

This kind of collaborative phrasing helps create a constructive dialogue and often leads to more clarity around next steps, whatever the outcome may be.

5. If the answer is no, don’t take it personally

One of the most important things to remember is that a no often reflects organisational constraints, not your capability or worth.

If this happens, stay curious rather than discouraged. You could ask questions like:

What would need to change for this to be possible in the future?
What goals or milestones should I focus on?
Can we revisit this in six months?

A no can still move you forward if it opens the door to a clearer development plan.

Asking for a pay rise isn’t just about salary. It’s about understanding your value, articulating your contributions and taking an active role in shaping your career. Whether the answer is yes, no or not yet, having the conversation is a meaningful step in your professional growth and one you’ll get better at over time.

Just remember – you’re not navigating this journey alone. The workforce will continue to evolve, and so will you. Approaching these moments with clarity, preparation and self-belief can help you shape a career that reflects the contribution you make and the potential you bring.

Story: Angela Brayton

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