Ask for a Raise Email Generator
The email that asks your current employer for the raise you have earned.
Writing your email…
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Your email
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How to ask for a raise by email
Asking your current employer for a raise feels awkward, but it's one of the highest-leverage emails you'll ever send. The difference between a raise that gets approved and one that gets 'we'll see at review time' is almost always **whether the email is grounded in specific contributions, not general effort.** 'I work hard and deserve more' fails. 'I took over X, shipped Y, and now own Z beyond my role' works.
The raise email generator above drafts yours from your specifics. Or use the guide and templates below.
The case for a raise email
It creates a paper trail
A raise request in writing is harder to forget than a hallway conversation. Even if the answer is 'let's discuss in our 1:1,' the email documents that you asked, when, and on what basis. That matters at review time — managers fight harder for raises they've already committed to in writing.
It lets your manager advocate for you internally
Your manager often isn't the final approver — they may need to make the case to finance or a director. A well-structured email gives them the material to do that: your contributions, your scope changes, and the market context. You want your reasoning on the record in your words, not summarized from memory by someone else.
What the email must include
2-3 specific, measurable contributions
This is the core. 'I took over the reporting pipeline after my teammate left, shipped the Q3 dashboard 3 weeks early, and now own 2 direct reports — none of which were in my original role.' Specific, scoping-changing, measurable. Vague 'I've been working really hard' framing signals you haven't thought about your actual value.
If you can't list 2-3 concrete contributions or scope expansions, you're not ready to ask yet. Spend a month documenting impact first — track what you shipped, what you own now that you didn't before, and any metrics that moved. The email writes itself once you have the evidence.
A specific number or clear range
'I'd like to discuss moving my salary to $X' is stronger than 'I'd like to discuss compensation.' Naming a number (grounded in market data or your expanded scope) gives your manager something concrete to fight for internally. If you're unsure of the number, a range based on market research still beats vagueness.
A request for a conversation, not an instant yes
Raises rarely happen over email. Frame it as asking for a meeting to discuss, with the email making the case in advance: 'Could we find 30 minutes to talk this through? I've put a summary of my scope changes below.' This respects that the decision takes time and loops in others.
Raise request email templates you can copy
Three raise email templates for different situations. Copy the one that fits, swap the bracketed details for your own contributions, and send. Or use the generator above for a custom draft.
Standard raise request
You have specific contributions and a target number.
Subject: Compensation review — [Your Name]
Hi [Manager Name],
I'd like to set up a time to talk about my compensation. Over the past [period], my role has grown beyond what I was originally hired for:
- [Specific contribution 1, e.g. I took over the entire reporting pipeline after J. left]
- [Specific contribution 2, e.g. shipped the Q3 dashboard 3 weeks early, adopted by 3 teams]
- [Specific contribution 3, e.g. now own 2 direct reports, which wasn't in the original scope]
Based on the expanded scope and what the market shows for this role, I'd like to discuss moving my salary to $[target amount].
Could we find 30 minutes this week or next? I'm glad to walk through the scope changes in more detail.
Thanks,
[Your Name]Raise after long time without one
It's been a long time since your last adjustment.
Subject: Catch up + compensation
Hi [Manager Name],
I was hoping we could set up a time to talk. It's been [time since last raise, e.g. 2.5 years] since my last compensation review, and a lot has changed in my role since then.
In the last year specifically, I've [1-2 key contributions or scope changes]. My responsibilities now include [scope that's beyond your original role], and based on where the market is for this role, I'd like to discuss bringing my salary in line with the work I'm actually doing.
Is there a good time this month to sit down for 30 minutes?
Thanks,
[Your Name]Short, direct (close relationship)
You have a candid rapport with your manager.
Subject: Quick chat about my comp?
Hi [Manager Name],
I'd like to talk about my salary. My scope has grown a lot since we last discussed it — I'm now [the one concrete scope change], and [the one measurable result].
I'd like to discuss moving to $[target amount]. Got 30 minutes sometime this week?
Thanks,
[Your Name]A raise email isn't about demanding more — it's about documenting that your work has outgrown your current compensation, and asking for a conversation to recalibrate. Specific contributions, a grounded number, and a meeting request. That's it. The awkwardness fades the moment you hit send.
Frequently asked questions
How much of a raise should I ask for?
Typical annual raises run 3-5%. A raise tied to expanded scope, promotion, or market catch-up can be 10-20%. The number should be justified by your contributions and market data for your role — not by what feels bold. Research what your role pays (Glassdoor, Levels.fyi for tech, industry salary guides) before naming a figure so you can anchor it to reality.
When is the best time to ask for a raise?
The strongest moments: after a major contribution (shipped project, taken on new scope), at performance review time, or when you have market data showing you're underpaid. Avoid asking during company-wide budget freezes or right after layoffs. If it's been 18+ months since your last adjustment and your role has grown, that's also a natural trigger.
What if my manager says now is not a good time?
Ask when would be a good time, and get a specific date: 'Totally understand — when would make sense to revisit this? Would [specific month, e.g. before the Q4 budget cycle] work?' This converts a soft no into a commitment. Then follow up when that time comes. Don't let 'not now' become 'never' — a vague deferral without a date usually means no.
Should I mention I have another offer?
Only if you're genuinely willing to leave. Mentioning a competing offer to force a raise ('match this or I walk') works sometimes, but it changes the dynamic — even if they match, the trust may be damaged, and they may start looking to replace you. If you'd actually leave and they don't counter, you need to be ready to go. If you want to stay, make the case on merit instead.