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You haven't had a raise in two years. Your responsibilities have grown. The cost of living has outpaced your salary. You know you should ask — but the conversation feels awkward, risky, and you're not sure what to say or when to say it.
Here's the reality: most employers don't automatically give raises. They wait to be asked. And the people who ask — with preparation and confidence — are the ones who get them.
Know Your Market Value Before You Speak
Walking into a salary conversation without knowing what the market pays for your role is the single biggest mistake people make. Your employer knows the market rate. You should too.
Where to research your market rate:
— South Africa: Payscale.co.za, Glassdoor SA, CareerJunction, LinkedIn Salary, BankservAfrica Average Salary Index
— USA: Bureau of Labor Statistics (bls.gov), Glassdoor, Levels.fyi (tech), LinkedIn Salary Insights
— UK: Reed Salary Checker, Glassdoor UK, Office for National Statistics (ons.gov.uk), CIPD Salary Surveys
— Australia: SEEK Salary Insights, ABS Average Weekly Earnings, Hays Salary Guide
Find the median salary range for your role, industry, city, and experience level. If you're at the bottom of the range, you have a strong case. If you're at the midpoint, focus on your individual performance. If you're at the top, a promotion or role change may be more realistic than a salary increase alone.
Build Your Case — The Evidence File
Your manager's first instinct is to say no. Your job is to make it harder to say no than to say yes. Build a file of evidence before the conversation:
What to Include in Your Evidence File
✅ Specific wins with measurable outcomes (increased revenue by X%, reduced costs by Y, delivered project 2 weeks ahead of schedule)
✅ Responsibilities added since your last review
✅ Market salary data for your role
✅ Length of time since your last increase
✅ Any commendations, positive client feedback, or performance review scores
✅ Training, certifications, or skills added since joining
Choosing the Right Moment
Timing matters significantly. The best times to ask:
| Timing | Why It Works | Avoid |
|---|---|---|
| After a major win | You're visible and the value is fresh | Right after a stressful project closes |
| Performance review period | It's on the agenda anyway | When your manager is visibly stressed |
| After taking on new responsibilities | There's a clear justification | After bad company results |
| When you have an outside offer | Creates urgency | Using it as an ultimatum if you don't mean it |
Avoid asking for a raise immediately after starting a new job, during company layoffs, after a mistake, or when your manager is clearly overwhelmed. The context you raise it in signals your judgment.
What to Actually Say — Word for Word
Request the conversation in advance — don't ambush your manager. Email them something like:
"Hi [name], I'd like to schedule 20 minutes to discuss my compensation. I've been doing some research on market rates and wanted to have a conversation. What works for you this week?"
In the meeting itself, lead with value, not need:
"Over the past 18 months, I've taken on [X responsibility], delivered [Y result], and [Z achievement]. I've researched market rates for my role and experience level and found the median sits at [amount]. My current salary is [amount]. I'd like to discuss bringing my compensation in line with market — I'm targeting [specific number]."
State a specific number. Vague requests like "something more" are easy to dismiss with a token increase. A specific, researched number anchors the negotiation.
What to Do If They Say No
A "no" now doesn't mean "no" forever. If your request is declined:
1. Ask what it would take. "I understand. What would need to change or happen for a salary increase to be possible?" This is not confrontational — it's clarifying.
2. Get a timeline. "Can we agree to revisit this in [3 months]?" Lock in a specific date, not a vague "in future."
3. Ask for alternatives. If salary is genuinely frozen, negotiate for additional leave, remote work flexibility, professional development budget, or a performance-linked bonus structure.
4. Document the conversation. Send a follow-up email: "Thanks for the chat today. As discussed, we'll revisit my salary at our next review in [month]."
FinanceCount Guide
The SA Salary Trap — How to Earn What You're Worth
A practical guide to benchmarking your South African salary, understanding PAYE, and navigating pay negotiations with real data from BankservAfrica and Stats SA.
Get the Guide — R149 →Frequently Asked Questions
Most salary negotiation experts suggest asking for 10–20% above your current salary if the market data supports it. Starting at 15% gives you room to negotiate down to 10% and still feel like you won. Don't ask for 2–3% — it signals low confidence and is often less than inflation.
Only if you genuinely have one and are genuinely willing to leave. Using a fake offer as leverage is a career-limiting move if discovered. A real offer, clearly stated without ultimatum language, can be very effective: 'I've been approached by another company offering X. I'd prefer to stay here — is there room to match or move closer to that?'
The approach is the same globally, but use South African-specific data: Stats SA, BankservAfrica's Average Salary Index, and Payscale.co.za for benchmarking. Also factor in that South African inflation has been running at 3–4% — if you haven't had a raise in two years, you've effectively taken a 6–8% real pay cut.
No. Advocating for fair compensation is a professional act. What can feel unprofessional is asking without preparation, asking at a bad moment, or making it emotional rather than data-driven. Framing it as a business conversation — not a personal request — is the key distinction.
This is possible, especially in smaller businesses. If you believe it's genuine, the conversation shifts to non-salary compensation and your longer-term options. A transparent conversation with your employer about timelines for when increases become possible is more productive than a resentful standstill.