How Do I Negotiate a Higher Salary?

You know your responsibilities have grown. You have delivered good work, supported your team and taken on challenges. But when it comes to asking for a higher salary, your confidence disappears.

‘What if I sound greedy? What if they say no? Shouldn't they recognise my contribution without me having to ask?’

Prepare a clear, evidence-based request — and give yourself permission to make it. You do not need to be fearless or deliver a perfect speech. You need to explain what has changed, what you contribute and what you are asking for.

Inside: preparation guidance, scripts for different responses, email templates and a printable meeting worksheet on page 9.

Why can asking feel so uncomfortable?

A salary conversation can feel deeply personal. From a financial therapy perspective, it may bring up beliefs about deserving, authority, conflict or belonging. Perhaps you learned to be grateful for what you receive, avoid making demands or keep other people comfortable.

You might notice yourself apologising, overexplaining or reducing your request before your manager has responded. These are patterns to explore with curiosity. They do not mean you are incapable of negotiating.

The outcome also depends on more than confidence. Budgets, pay structures, organisational priorities and bias can all affect decisions. Your salary is the subject of a negotiation. Your worth as a person is not.

1. Prepare evidence of your contribution

Write a short summary of your contribution since your last salary review. Choose three to five examples: delivering a project or improving a service; taking on responsibilities beyond your original role; reducing errors, costs or delays; improving client outcomes or customer retention; training colleagues or supporting team performance; applying new skills or qualifications.

Where possible, connect your work with an outcome. SEEK recommends concrete examples. For example: ‘I introduced a new handover process that reduced repeated work and improved turnaround times.’

Quality, continuity, safety, mentoring and reliable service matter too. Be accurate about your role in shared achievements: acknowledge the team while explaining your contribution.

2. Research a realistic salary request

Look at comparable roles in your location, industry and level of responsibility. Use current job advertisements, salary guides and, where available, your organisation's salary bands.

Compare actual duties rather than job titles alone. SEEK also recommends checking whether your workplace uses fixed pay bands or allows individual negotiation.

In Australia, distinguish base salary excluding superannuation from a total package including superannuation. Check bonuses, hours and other benefits too.

Choose a specific, defensible amount. Privately consider alternatives you would discuss. There is no percentage increase that is right for everyone: an annual review, expanded duties and a promotion may call for different conversations.

3. Put salary on the agenda

Give your manager notice. A performance review can be suitable, but ask when salary decisions and budgets are made. Your review may happen after those decisions have been settled.

Email template to arrange the conversation

Hi [Manager's name], Ahead of my performance review, I'd like to include a discussion about my salary and how it aligns with my current responsibilities and contribution. I'll prepare a brief summary of my achievements, changes to my role and relevant market information. Is our review the right time for this discussion, or should we schedule a separate meeting before remuneration decisions are finalised? Thank you, [Your name]

4. Ask clearly during your review

You do not need a long introduction. Explain your contribution, connect it to your request and allow time for a response.

Performance review script

‘Over the past [period], I've delivered [achievement], contributed to [outcome] and taken on [additional responsibility]. Based on the scope of my role, these contributions and the market information I've reviewed, I'm requesting an increase in my base salary to [$amount], excluding superannuation, from [date]. How does that fit with the salary range and approval process for my role?’

Adapt the wording to your workplace and country. Then pause. You do not need to fill the silence by saying, ‘But I understand if that's too much.’ If you need a moment, you can say: ‘I'd like a moment to think about that.’

5. Use language that fits your situation

If your responsibilities have expanded: ‘Since my last salary review, my role has expanded to include [responsibilities]. These are now ongoing parts of my work. I'd like to discuss adjusting my salary to reflect the scope of the role I'm currently performing.’

If you feel nervous: ‘This is an important conversation for me, so I've brought a few notes to help me explain my request clearly.’ You do not have to hide every sign of discomfort to be taken seriously.