Getting Paid More
How To Negotiate A Pay Rise Using Salary Data
6 min read · February 3, 2026
Most people ask for a rise with feelings. The ones who get it arrive with numbers, comparables and a timeline.
Build the evidence file first
A pay conversation is a business case, not a request for kindness. Before you book the meeting, assemble three things: the market rate for your role in your city, a written list of what you have delivered in the last twelve months with numbers attached, and the specific figure you are asking for. Vague asks get vague answers.
Use the JobRank rankings page to find the median for your occupation, then adjust for location, employer size and any specialist tickets you hold. Bring the comparison as a range, not a single number, and quote where it comes from.
Time the conversation
Ask when your leverage is highest: after a delivery that went well, before budget setting, and never in the same week as bad company news. Give notice that you want to discuss remuneration so your manager can prepare rather than defend on the spot — an ambushed manager says no by default.
If the answer is no, convert it into a scheduled yes. Agree in writing on the specific outcomes that would justify the increase and a date to review them. A documented plan is worth far more than a sympathetic maybe.
Know your walk-away number
Negotiating power comes from alternatives. You do not have to threaten to leave, but you do need to know what the market would pay you, because that knowledge changes how you hold the conversation. In most occupations, changing employer every three to five years produces larger increases than internal reviews.
Finally, negotiate the whole package. Additional leave, training budget, a licence or certification paid for, flexible hours, a vehicle or tool allowance and a bonus structure all have cash value and are often easier for a manager to approve than base salary.
