Here's how to get the pay rise you deserve

Most of us are feeling the pinch at the moment with energy bills soaring and the cost of living generally increasing across the board. In fact, Molly Dyer, Director of People and Culture at Balance says, ‘over half of the UK feels as though they’re underpaid, so a lot of employees will want to turn to their employers for help.’

Instead, many of us take on side hustles or extra jobs to top up the piggy bank – we may continually have our ear to the ground for a better paid job to apply for – but perhaps there’s a smarter way? Have you ever wondered how you might get a pay rise in your current role?

Rob Anderson, founder of Leadership Launchpad and leadership coach to mid-career professionals and rising execs says, ‘If you're waiting for a promotion or title change to start earning more, STOP! Often, it’s not about climbing higher, it’s about playing smarter. These subtle shifts in how you lead, influence and communicate can elevate how you’re perceived and paid.’

‘Requesting a pay rise is a sensitive issue that requires careful planning and confidence,’ adds Dr George Sik, the founder of eras, a workplace consultancy and pyschometric testing company. ‘Employers understand that replacing good staff is costly, so they are often willing to review salaries to retain talent. It’s best to approach the conversation strategically – timing it right and making a compelling case for why your pay should increase.’

Let’s action your pay rise negotiations:

1. Start acting like a leader

‘Show you’re already operating at the next level by taking ownership of outcomes, not just tasks,’ says Rob. ‘Demonstrate that you understand the bigger picture, and step in to solve problems that lie outside your formal remit. When you ask for a rise, make the case that you’re already delivering above your pay grade. Be gracious, open to a trial period, and recognise that pay reviews take time, but make it clear you’ve earned the conversation.’

‘Leadership isn’t about a job title; it’s about mindset,’ he adds. ‘Volunteer to run a pilot, mentor a junior, or propose a bold improvement to an existing system. Acting like a leader before you’re officially recognised as one builds a powerful case for advancement, and it shows decision-makers you’re already where they need you to be.’

2. Get comfortable talking about money

Life Coach Directory member Helen Jane Campbell says, ‘Whether you practice with a coach or trusted friends, let's make money conversations feel natural and easy for you. If you find yourself apologising or tongue-tied around the topic of a pay rise then you're not alone, it's something a lot of people struggle with. Practice can help you feel more fluent and confident. This will hugely help you in any pay negotiations.’

3. Run a “Value Ledger” – not a CV refresh

Beth Hope is an ICF accredited executive career coach and founder of coaching practise, &hope. She says, ‘Every Friday, open a doc with two columns: Problem I solved and £ impact. Did you automate a report that saves three hours a week? Put a conservative number on that time-saving.

After six weeks you’ve built a quantified, story-ready dossier that most colleagues never track. Bring the ledger to your review and flip the script from “I think I deserve” to “Here’s the recurring value I generate.” Hard numbers turn a pay-rise request into an ROI case your manager can escalate fast.’

4. Put together a mini portfolio

Sharon Armstrong, recruitment expert at Armstrong Appointments, says, ‘One of the best things you can do in your role to increase your salary is to put together a mini portfolio. It doesn’t need to be anything fancy, just a collection of your small wins, client testimonials, positive feedback, examples of hitting (or exceeding) your KPIs, and any key moments where you’ve really excelled. It’s solid evidence, laid out clearly, that shows exactly why you deserve a pay rise. Your employer won’t always see what goes on behind the scenes, so this is your chance to show them, in a way that’s almost impossible to ignore.’

‘Gather evidence,’ says Helen. ‘You're good at your job, so let's remind your manager of this. Have a folder for saving examples of your achievements: both measurable stats and the nice comments and feedback. Make sure your boss and colleagues know the value you bring.’

5. Don’t just network up, network across and below

‘We often think of networking as impressing those above us, but horizontal and downward influence matters just as much,’ says Rob. ‘Cultivate trust with peers, juniors, and cross-functional teams. The person who can rally others, and quietly lead from the middle often becomes the natural choice for promotion, or gets noticed externally by recruiters.’

6. Become a mentor

Sharon says, ‘Another great way to stand out is by offering mentorship, both to junior team members and to seniors. It might feel a bit unusual to offer help to someone more senior than you, but if there’s something you’re good at that they’re less confident with, sharing your knowledge can really showcase your strengths.

It helps build mutual respect and puts you on the radar for stretch projects or progression opportunities. Mentoring junior colleagues also shows clear leadership potential. Just make sure to keep track of what they’ve learned and how it’s helped the team or business, it’s all great stuff to shout about when it comes to reviews or pay conversations.’

7. Refer to processes

Life Coach Directory member Lir Cowman says, ‘First – find out what it takes. Some places are highly structured and give a clear path to compensation changes. Some like data. Some will want you to perform at the next level. Some places will know already they have a bargain in you, and will quickly uplevel if they think you're leaving. Ask a bunch of folks – managers, HR and colleagues – to find out the routes.

‘The easiest pay rise I had was a 10% bump for coming into work dressed formally, having booked the afternoon off. They correctly deduced that I was job hunting and scrambled a pay review together.’

‘At Balance, we have a pay rise process which team members should refer to when making their case,’ adds Molly. ‘This policy will outline things such as when the company do their pay rises, some only do pay rises at certain points in the year to align with budgets, or it may state how you should go about requesting a pay rise.

‘However, if your company doesn't have this process and you feel as though you need to bring this up yourself, then spend some time preparing for that conversation as you increase your chances of success by being able to satisfy any questions or concerns.’

8. Learn to Speak “Budget Language”

‘Many people ask for a raise without understanding how their role fits into the company’s budget cycle,’ says Pernia. ‘Learn when your department plans next year’s budget and then make your case before numbers are locked in. Timing is everything, and showing financial literacy sets you apart.’

9. Do your research

‘Before approaching your employer, look at salary surveys, job listings, and industry benchmarks to gather evidence,’ says George. ‘Instead of making demands or suggesting you’ll leave, focus on showing where your salary sits in relation to market rates. Solid data will give your argument credibility.’

‘Look at similar job roles that are currently available and take into the account the salaries that they're offering in your area,’ adds Molly. ‘Area is a key part in this as jobs in London typically pay more than other parts of the UK due to the higher cost of living. 

‘If you can demonstrate that other employers are paying a significant increase for the same work that you're doing, then you'll have a strong argument for a pay rise as the business won't want to lose you to another business, as ultimately it does cost more to recruit than it does to give a small rise to loyal staff.’

10. Get comfortable with bigging yourself up

‘It can feel cringe, but it will really help you advocate for yourself,’ says Helen. ‘Find a way of doing this that feels authentic to you. Ask others to advocate for you too and reciprocate that when you can. Asking can feel tricky sometimes, but it's going to help you in the long run. Be clear and unapologetic.’

11. Book a 20-minute “Market Pulse” call every quarter

‘Instead of doom-scrolling salary surveys, schedule a brief call with a recruiter in your niche,’ says Beth. ‘Ask what skills are commanding premiums right now and which certifications have cooled. Recruiters love intel; offer a quick industry insight in return. You’ll know whether a Python micro-credential or a product-management nano-course adds the bigger pay bump, before sinking months into the wrong badge. Plus, you’re top-of-mind should a higher-paying role pop up.’

12. Brand yourself internally and externally

Pernia Rogers in the founder of Your Finance Travel Buddy. She says, ‘People talk about LinkedIn like it’s only for job seekers – but it’s also a powerful tool for demonstrating credibility to your current employer. When you publish insights or comment on industry trends, leadership sees you as someone with influence beyond your job title. That visibility can translate into promotions or stretch assignments with higher pay.’

13. Host a Lunch-and-Learn… then monetise it

‘Pick a micro-expertise you’ve honed: Notion workflows, stakeholder mapping, AI prompts etc, and run a 30-minute internal session,’ says Beth. ‘Record it, caption it and post a teaser clip on LinkedIn with a one-page takeaway. You’ve now demonstrated thought leadership and created a shareable asset. When review time hits, position yourself as an internal multiplier: the person who upskills colleagues at speed. Companies pay more for employees who lift the whole curve, not just their own line.’

14. Create your own opportunity – and quantify its value

‘Some of the most rewarding roles aren’t advertised – they’re invented,’ says Rob. ‘The highest-paid professionals often create their own space by identifying a gap, solving a problem, or addressing a future need before anyone else does. Start by asking yourself: where is your organisation losing time, money, or opportunity? Take ownership informally, demonstrate results, and speak the language of impact – what you’ve saved, improved, or grown. Once the value is clear, make the case for formal recognition, and pay that reflects your contribution.’

15. Create a business case

‘Write down a structured argument,’ says George. ‘Be specific about how your role has evolved, how you exceed your job description, and the impact you’ve made. If possible, create a concise document or slide deck so your manager can refer to it if discussing your raise with senior management.’

‘In the current climate, where money is tight for most businesses right now, you need to demonstrate activity that you've undergone that has either brought in money for a business, or saved money for a business, proving how you can continue this in the future,’ adds Molly. ‘Schedule a meeting with your manager to run through a business case. This would ideally include evidence on why you should be eligible for a pay rise, with examples. Examples of evidence should include your PDP (Personal Development Plan), if you have one, showing how your skills and offerings have grown, as well as your original job description and outlining tasks that you're completing that are above and beyond. 

‘As well as focussing on past performance, it's also important to mention future performance too, your goals and actions you want to undertake to help grow the business and cut costs to further the business' growth.’

‘Make it easy for your manager to justify,’ says Lir. ‘While managers should reward good behaviour automatically – in practice, your manager will probably have to fight with Finance, HR and others to get your pay rise. They rarely do this unless they have to. So the overdue pay rise is often done in response to you getting a better offer. 

‘Your manager would probably much prefer if you do what a smart person I worked with years ago did. She brought in ads for several jobs offering more money for her level of experience, and said while she loved the company and didn't want to move, she would start looking at these unless her money was the same.

‘Other good data points for this conversation: look for salary benchmarks, and check sites like glassdoor. And: quantify the value you've brought – achievements around revenue generation, cost saved, how you've exceeded your KPIs / OKRS or whatever metric is used.

‘Make the business case so your manager can use this when fighting for your pay rise. In an ideal world, they'd already know this and do it pro-actively. Meanwhile, here in reality – future you will be glad you did this legwork for them.’

16. Stress-test your promotion pitch before you make it

‘Before you sit down with your manager, run your case for a raise through a quick “pressure-test” with a trusted mentor or peer group,’ says Beth. ‘Share your target figure, evidence of impact, and proposed next-step goals, and ask them to poke holes in it. Is the value crystal-clear? Are the numbers airtight? What objections might senior leadership raise? Address the gaps now, tighten the narrative, and you’ll walk into the meeting with a pitch that’s already survived tough questions, boosting both your confidence and your chances of a yes.’

17. Invest in training – even when it’s self-funded

‘One of the quickest ways to shift how you're perceived at work is to develop new skills before you're asked to,’ says Rob. ‘Self-funded or out-of-hours training shows initiative and future focus especially in leadership, project delivery, or communication. It sends a clear message: you're not waiting to be chosen; you're preparing yourself for more. I’ve seen countless professionals unlock pay rises and promotions simply by becoming more valuable and visible through well-targeted training.’

‘Put yourself in their shoes,’ says Helen. ‘While a pay rise or promotion can help you achieve your goals, how are you supporting your employer achieve theirs? Do you need training or coaching to help you progress? Give this some thought and be clear about your development areas and how you can upskill.’

18. Get involved in hiring

‘You can also get involved in the hiring process,’ says Sharon. ‘Whether that’s helping interview candidates, reviewing CVs, or just giving input on job descriptions. It shows you care about the business and want to be part of its growth. Plus, it puts you in the room for conversations you might not normally be part of, and can lead to opportunities you didn’t expect later on.’

19. Make sure your work speaks for itself

‘If you have unfinished projects or any performance concerns, address them before asking for a raise,’ says George. ‘Employers want to reward employees who are reliable and consistently delivering good results.’

20. Pitch a “90-day revenue booster” project

‘Managers green-light pay rises fastest when they see fresh money on the table,’ says Beth. ‘Identify one small, neglected revenue or cost-saving idea i.e. an add-on service clients keep requesting or a workflow that chews up contractor fees. Draft a one-page mini-business case: expected gain, resources needed, success metric and 90-day timeline. Offer to lead the pilot alongside your day job. If the project lands, you have hard figures that link directly to your initiative. Perfect leverage for a salary bump or even a new, better-paid role heading the full rollout.’

21. Set your goals

‘Don’t assume your manager knows your goals,’ says Pernia. ‘Schedule a proactive “career roadmap” meeting to discuss what role and salary level you’re aiming for, what the business needs and ask what specific outcomes would get you there. Make a plan with your manager to achieve what you want in the time frame you want it. This marries serving yourself and the business' needs.’

‘What does progression look like for you and what do you need to do to get there?’ adds Helen. ‘Make sure you understand your path and options, if not, ask for a 1-2-1 with your line manager or HR. Find out when you can have a pay review, if you don't know this already, and get clear on what criteria they'll be looking for you to meet. If promotion is in your sights, ask when that conversation can happen and what you can do in the meantime to give yourself the best chance.’

22. Discuss your pay rise in person

‘Always ask your manager, or HR manager, whoever is best suited at your business, for a face-to-face meeting,’ says Molly. ‘Emails could potentially catch them off-guard, or at a bad time for them. By doing something face-to-face, you’ll be able to deliver your reasoning behind a pay rise in a much clearer way, and it will also allow for follow-ups and further explanations which will help your case.’

‘Make sure you arrange a meeting of at least half an hour with your boss, during a stress-free spell, so you have enough time and energy to make your argument,’ adds George. ‘I’d also advise providing a heads-up about the purpose of the meeting. Letting your boss know you’d like to discuss your role and salary gives them time to consider your contributions and budget constraints beforehand – reducing the likelihood of an immediate no because they were unprepared.’

23. Frame it as a collaborative discussion

‘When you’re in the meeting, make it a problem-solving joint conversation,’ says George. ‘A good way to frame it is: ‘Based on my contributions and market research, I believe my salary should be X. How can we get to a place where that’s possible?’ This should encourage negotiation rather than simply confrontation."

Nervous? Try these exercises before you approach your boss

Dr Ravi Gill, Practitioner Psychologist at www.smartmindhealth.co.uk shares her tips for calming anxiety

Anxiety is a natural response to stress, but when it becomes overwhelming it can interfere with your day. The UK’s National Institute for Health and Care Excellence (NICE), supports breathing exercises and grounding techniques for small episodes of anxiety. Try these:

1. Box Breathing – Calm through breath control
Inhale for 4 seconds, hold for 4, exhale for 4, hold again for 4. This method activates the parasympathetic nervous system, slowing heart rate and reducing cortisol. A 2017 study in Frontiers in Psychology found that slow, controlled breathing can significantly lower anxiety levels.

2. 5-4-3-2-1 Technique – Ground in the present
Identify 5 things you see, 4 you feel, 3 you hear, 2 you smell, and 1 you taste. This sensory awareness grounds you in the now. According to research in Behaviour Research and Therapy (2015), grounding techniques help reduce dissociation and anxious rumination.

3. Name It to Tame It – Label the emotion
Simply saying, “This is anxiety,” helps engage the prefrontal cortex and reduce emotional intensity. Neuroscientist Dr. Matthew Lieberman’s 2007 study in Psychological Science showed that labelling emotions reduces amygdala activity, calming the brain.

4. Cold Water Splash – Shock your system calm
Splash your face or hold an ice cube. This triggers the mammalian dive reflex, which lowers heart rate and shifts the body out of fight-or-flight mode.

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