How To Ask for a Raise via Email (3 Templates + AI Generator)

Asking for a raise can feel intimidating, but a clear email makes it much easier. This guide walks you through when to ask, how to structure your message, and how to use AI to generate a polished raise.

Why Email Works for Asking for a Raise

Email works well for asking for a raise because it allows you to carefully organize your thoughts, present a formal case with accomplishments and market research, and create a written record of the request.

You can lay out your achievements, impact, and market data clearly, so they see a logical case instead of a nervous, improvised pitch.

A written email also becomes a record of what you asked for and why, which is helpful if the decision takes weeks, moves through HR, or comes up again at review time. Managers often need to forward raise requests to their own leaders, so a concise, well-structured email is much easier to share than notes from a hallway conversation.

Email can even outperform in-person conversations when your manager is busy, remote, or prefers to process information before responding. 

The right approach is often a mix: Use email to present a clear case and proposed range, then suggest a short meeting where you can discuss questions and next steps live.

When You Should Ask for a Raise (Signs You’re Ready)

You should ask for a raise when you can demonstrate increased value to your employer and the timing is appropriate, such as after a major accomplishment or during a positive performance review.

You should ask for a raise when:

• You’ve consistently exceeded performance goals or KPIs over several months.
• You’ve been in the role long enough (usually at least 6 to 12 months) to show sustained impact.
• Your responsibilities have increased meaningfully beyond your original job description.
• Market compensation for your role has risen, and your pay is now below typical ranges.
• You’ve stepped into leadership tasks, mentoring, or project ownership without a title change.

Review your past 6 to 12 months. Note any major projects you led, wins like increased revenue or efficiency, praise from key stakeholders, and tasks that were once handled by senior staff. This specific evidence makes your case stronger.

Strong performance reviews are another signal that it’s reasonable to bring up compensation. When several of these signs line up at once, you’re not “asking out of the blue”. You’re updating your salary to match the reality of the job you’re already doing.

When You Should Not Ask for a Raise (Timing Mistakes to Avoid)

You should avoid asking for a raise when the timing makes it easy for your manager to say “no,” even if your performance is strong. The goal is to pair a solid case with a moment when the business and your manager can actually act on it.

You should avoid asking for a raise when:

• Immediately after negative feedback, it is better to fix the issues first, then rebuild momentum with better results.
• During layoffs or hiring freezes, budget and optics will almost always take precedence over individual performance.
• If you haven’t met key performance expectations, raises are hard to justify.
• During a high-stress quarter or crisis period, your manager may be focused on survival rather than compensation.
• If you’ve been in the role for less than 6 months, most companies expect a longer track record before adjusting pay.

If you recognize any of these situations, press pause. Use the time to improve your metrics, document wins, and ask your manager what success would look like over the next 60 to 90 days so your next request lands at a better moment.

How to Prepare Before Sending a Raise Email

Before you write your email, you want your case to be so clear that the message almost writes itself. A bit of prep here makes the actual email feel simple instead of stressful.

1. Gather Your Contributions

Start by listing concrete wins from the last 6 to 12 months that include:

• Projects you completed or led
• Revenue, cost savings, or efficiency improvements
• Quantifiable results (X% increase in revenue, speed, or quality)
• Times you supported other teams, mentored teammates, or filled a leadership gap

Aim for 5 to 10 specific examples, and not a vague “I’ve been working hard.”

2. Benchmark Market Salary

Next, check what people in similar roles earn. Use free resources like:

• Online salary surveys
• Job boards with compensation ranges
• Public salary reports for your role and location

You do not need a perfect number, just a realistic range that supports your request.

3. Decide on the Exact Raise Amount

Translate your research into a clear ask. A typical range for merit-based raises is 3-5%, while requests tied to additional responsibilities or market adjustments may go higher (up to 10-15% in some cases). 

You can phrase it like:

“Based on my contributions and current market data, I’m requesting a salary adjustment in the range of 8 to 12%.”

That sounds specific without being rigid.

4. Identify Your Manager’s Priorities

Finally, connect your achievements to what matters most to your manager, like hitting targets, reducing risk, keeping customers happy, or growing the team. Use that language in your email so the link is obvious.

Write it as if your manager will forward it to their boss. A short, focused email that is easy to forward is more likely to move through approvals.

How to Structure a Raise Request Email (Simple Formula)

A strong raise email follows a simple structure: You thank your manager, explain the context, make a clear request, and back it up with evidence. 

Here’s an easy formula you can reuse every time:

1. Greeting: Open with a simple, respectful greeting:
   “Hi [Manager’s Name],” or “Hello [Manager’s Name],”
2. Appreciation + context: Start on a positive note and set the scene:
   “Thank you again for your support on [project/period]. I’ve really enjoyed contributing to [team/goal] over the past [timeframe].”
3. State your request clearly: Make the ask direct and specific:
   “I’d like to discuss a salary adjustment in light of my contributions over the last [timeframe].”
   You can briefly mention your desired range here or save it for later in the email.
4. Present evidence: Share 3 to 5 concrete wins, using short bullets if possible: key projects, results, and added responsibilities.
5. Mention your market research (optional): If relevant, anchor your request in data:
   “Based on current market ranges for this role in [location/industry], my current compensation is below typical levels.”
6. Ask for a meeting or next steps: Invite a conversation instead of demanding a decision by email:
   “Could we schedule 20-30 minutes to discuss this?”
7. Close professionally: End with a calm, appreciative line:
   “Thanks for considering this, and for your continued support,” followed by your name.

This structure keeps your email clear, respectful, and easy for your manager to read and forward.

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Raise Email Templates You Can Copy

1. Short & Direct Raise Request Email

Subject: Salary adjustment request

Hi [Manager’s Name],

I hope you’re doing well. I’m writing to ask for a salary review based on my contributions over the past [timeframe]. During this period, I’ve [briefly mention 2-3 key achievements, e.g., led X project, improved Y metric, supported Z clients].

Given this added impact and responsibility, I’d like to discuss a salary adjustment to better reflect my current role.

Could we schedule 20-30 minutes sometime in the next week or two to talk this through? I’m happy to share more details on results and future goals.

Thanks for your time and for your continued support,
[Your Name]

2. Performance-Based Raise Email

Subject: Request to review compensation based on recent performance

Hi [Manager’s Name],

Thank you again for your guidance over the last [timeframe]. I’ve really appreciated the opportunities to contribute more deeply to [team/project]. Over the past [X months/quarters], 

I have:

• [Achievement #1 with clear outcome]
• [Achievement #2 with metric or result]
• [Achievement #3 tied to team or company goal]

Based on these results and my current scope, I’d like to discuss a salary adjustment, ideally in the [X-Y%] range. I believe this more accurately reflects the value I’m bringing to the team.

Would you be open to a short meeting to review this together?

Thanks for considering my request,
[Your Name]

3. Market-Adjustment Raise Email

Subject: Salary review request based on market data

Hi [Manager’s Name],

I’ve really enjoyed growing in my role over the past [timeframe], especially through [project/initiative]. Alongside the additional responsibilities I’ve taken on, I’ve been reviewing current market ranges for [your role] in [location/industry].

Based on recent salary data and my contributions, it appears my current compensation is below the typical range for similar roles. Given this and the impact of my work on [specific goals, e.g., revenue, retention, efficiency], I’d like to discuss a salary adjustment in the [X-Y%] range.

Could we find 20-30 minutes in the coming weeks to talk through this together?

Thank you for your time and consideration,
[Your Name]

4. After Taking On Extra Responsibilities

Subject: Request to align compensation with expanded role

Hi [Manager’s Name],

I appreciate the trust you’ve placed in me over the last [timeframe], especially with added responsibilities like [leading X project, owning Y process, mentoring Z]. These changes mean my day-to-day role now covers a broader scope than when my current salary was set.

In practice, I’ve been [briefly list 2-3 new responsibilities or leadership tasks] while continuing to deliver on my core work. Given this expanded role, I’d like to discuss adjusting my compensation to reflect these responsibilities, ideally in the [X-Y%] range.

Would you be open to a short meeting to review this and agree on next steps?

Thank you for considering my request,
[Your Name]

5. Raise Request for Remote Employees

Subject: Salary review request

Hi [Manager’s Name],

I’m grateful for the chance to contribute to the team remotely and stay closely involved with [projects/clients]. Over the past [timeframe], I’ve focused on delivering strong outcomes, including [2-3 specific achievements with clear results].

Given my current scope, the results we’ve achieved, and recent market data for remote [your role] positions, I’d like to discuss a salary adjustment in the [X-Y%] range. My goal is to make sure my compensation reflects both my performance and the responsibilities I now handle.

Could we schedule a video call sometime in the next couple of weeks to talk this through?

Thanks for your time and ongoing support,
[Your Name]

6. Polite Follow-Up Email If They Don’t Respond

Subject: Quick follow-up on salary review

Hi [Manager’s Name],

I hope your week is going well. I wanted to follow up on the email I sent on [date] about a potential salary review based on my recent contributions. I know your schedule is busy, so no rush at all.

When you have a moment, could you let me know if we might set aside 20-30 minutes to discuss this? I’m happy to share more details on results, expectations, and how I see my role evolving.

Thank you again for your time and support,
[Your Name]

How to Follow Up If Your Manager Doesn’t Respond (Script Included)

Silence doesn’t always mean “no.” It often means your manager is busy, managing priorities, or waiting on HR. A polite follow-up keeps the conversation alive without sounding pushy.

A good rule of thumb is:

• After 3 business days: Send a light check-in if your email might have slipped through the cracks.
• After 7-10 business days: Send a clearer follow-up asking about timing or next steps.

Here’s a copy-paste follow-up you can use:

Subject: Quick follow-up on salary review

Hi [Manager’s Name],

I hope your week is going well. I wanted to quickly follow up on my email from [date] about a potential salary review based on my recent contributions. I know things are busy, so I completely understand if this is still in progress.

When you have a moment, could you let me know if there’s a good time to discuss this, or what the next steps might look like?

Thanks again for your time and support,
[Your Name]

Use the 3-day nudge if your manager usually replies fast, and the 7 to 10-day follow-up if they tend to batch responses.

How to Handle a “No” (And Still Get a Raise Later)

Hearing “no” after you’ve worked up the courage to ask for a raise stings, and that’s normal. But what matters is what you do next. You should turn the answer into clear feedback and a plan, instead of letting the conversation die there.

If your manager says no, take a breath and stay curious. You can ask:

• “Can you help me understand what’s behind the decision?”
• “Are there specific metrics, skills, or projects I should focus on?”
• “What would you need to see from me to feel comfortable approving a raise?”

Try to agree on a simple roadmap for the next 60 to 90 days: the targets to hit, responsibilities to take on, or feedback to address. That way, you walk away with something concrete to work toward.

Then, send a short email to recap the conversation:

Subject: Thanks for our conversation today

Hi [Manager’s Name],

Thank you for talking with me about my compensation today. I appreciate you being open about where things stand.

As we discussed, I’ll focus on [key goals or metrics] over the next [60-90 days], including [brief example or two]. I’d love to revisit the salary discussion around [month/date] once we’ve had a chance to review progress.

Thanks again for your time and support,
[Your Name]

This keeps the door open, shows you heard the feedback, and gives you a clear moment in the future to bring the topic back.

Use Lindy AI to Write Your Raise Email (FREE Tool)

Writing about your own value is hard. You either sound too soft or worry you’re coming across as demanding. Lindy helps you skip that awkward middle ground and go straight to a clear, confident email that sounds like you on your best day.

At Lindy, we built our AI email generator to handle tone, structure, and wording. Paste your achievements ("Led Q3 launch, increased trials 40%, mentored 3 designers"), add context about your role and manager, and Lindy turns that into a polished email you can send as-is or tweak in seconds.

Instead of spending hours drafting and redrafting, you can start with Lindy's free plan and get help right away.

Why Use Lindy AI Instead of Writing It Yourself?

End-to-end, the flow is simple:

 Paste your achievements → select tone → generate your raise email → send with confidence.

Examples of Strong Justifications for a Raise (What Actually Works)

A good raise request doesn’t rely on “I’ve been here a while.” It ties your salary to clear business value. The easiest way to do that is to turn your work into short, concrete justification lines you can drop straight into your email.

You can use a mix of impact, scope, and ownership statements like:

• “Became the go-to person for [skill/domain], supporting multiple teams.”
• “Led [project name], which improved [metric] by [X%] over [timeframe].”
• “Mentored [number] new team members and helped them ramp up faster.”
• “Consistently exceeded [KPI/target] by [X%] for the last [number] quarters.”
• “Owned responsibilities previously handled by a [senior/manager-level] role.”
• “Introduced [process/tool] that saved the team approximately [X] hours per month.”
• “Took the lead on [initiative] that reduced costs by [X%] or saved [$X] per year.”
• “Handled [X] additional clients/accounts while maintaining or improving satisfaction scores.”
• “Improved response time/throughput/quality on [task] by [X%] after redesigning the workflow.”

Aim for 3-5 lines like these in your email. Each one makes it easier for your manager to connect your raise to real outcomes, which is ultimately what gets approvals moving.

Mistakes People Make When Asking for a Raise via Email

Even strong performers sometimes write raise emails that undersell their work or create friction they didn’t intend. Knowing what to avoid is just as important as knowing what to say.

Common mistakes include:

• Being vague about the ask: Hinting at “reviewing compensation” without sharing a rough range or clear goal.
• Writing a long, wandering email: Over-explaining your entire history instead of focusing on recent, relevant wins.
• Leading with emotion instead of impact: Centering feelings (“I feel underpaid”) instead of results and responsibilities.
• Sounding apologetic: Phrases like “Sorry to bother you” weaken an otherwise strong case.
• Using ultimatums or threats: Referencing other offers or “having to look elsewhere” too early in the conversation.
• Skipping specific achievements: Saying “I’ve worked really hard” without concrete examples that your manager can reference.
• Ignoring business context: Asking during a difficult quarter or budget crunch without acknowledging the bigger picture.
• CC’ing too many people: Looping in HR or senior leaders before your manager has a chance to respond.
• Sending once and never following up: Dropping the topic entirely when your first email gets buried.

Keep your email short, specific, and calm. Your tone should sound like a teammate making a reasonable request, not someone demanding a favor.

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FAQs

1. Is it OK to ask for a raise by email?

Yes, it is OK to ask for a raise by email. Email gives you time to organize your thoughts, present clear evidence, and create a written record your manager can review or forward. You can always use the email to set up a follow-up meeting.

2. How do I politely ask my boss for a salary increase?

To politely ask for a salary increase, thank your manager, share context, and make a clear but calm request. For example: “I’d like to discuss a salary adjustment based on my contributions over the last [timeframe].” Then briefly highlight key achievements and suggest a time to talk.

3. What should I include in a raise request email?

You should include a clear ask, a short list of your top achievements, any extra responsibilities you’ve taken on, and optional market data. Keep it focused on recent impact, not your entire history. Close by asking for a short meeting or next steps.

4. How much of a raise should I ask for?

Most annual merit increases range from 3-5%, but if you’ve taken on major new responsibilities or your research supports it, you can make a case for a higher adjustment (up to 10-15% in some scenarios). Anchor your ask in current market data and the scope of your role.

5. How soon is too soon to ask for a raise?

Asking within your first few months is usually too soon unless your role has changed dramatically. Many companies expect at least 6 to 12 months of solid performance before reviewing salary. A good rule is to wait until you can point to clear, recent achievements and added scope.

6. What if my raise request gets rejected?

If your raise request is rejected, ask for feedback and a roadmap instead of pushing harder. Questions like “What would you need to see from me to revisit this?” turn a “no” into a plan. Agree on metrics or milestones and a 60 to 90-day check-in.

7. Should I ask for a raise by email or in person?

The best option is often a mix of both. You should use email to lay out your case clearly and share your desired range, then ask for a short meeting to discuss. This gives your manager time to prepare and leads to a more thoughtful, less rushed conversation.