It's normal to demand a raise when you work hard and surpass your peers. Money is a symbol of your worth to the organisation, and feeling undervalued can affect your confidence.

It's not easy to negotiate a raise. Preparation is key in deciding when and how much to ask for.

So we consulted with some of the greatest employment specialists in the industry to provide you all the information you want. We also address how to negotiate a higher pay throughout the recruiting process if you decide to leave.

How To Ask for a Pay Rise

Don't be scared to ask for a raise, especially if you haven't received one in over a year.

“Many individuals gripe about their income but do nothing,” says Personal Career Management's Corinne Mills. To get extra money, you must provide a business case to your management.

Dr. Sally Ann Law, a personal and executive coach, advocates reviewing your performance reviews.

“We frequently forget and take for granted the wonderful things we've done, focusing on the bad. Reminding yourself of your accomplishments is a terrific confidence booster, and you should mention them at the meeting.”

If merely bringing up salary makes you anxious, Dr. Sally Ann suggests planning how to approach the topic.

“The first few phrases typically trip us up when we're apprehensive. If you want to ask your supervisor for a meeting in person, prepare your remarks and rehearse them aloud. A successful start will boost your confidence for the rest of the meeting.

“As long as you're professional, you have nothing to lose,” she says. In any case, you will have reminded your supervisor of your accomplishments and initiated a discussion, preparing to reassess your compensation in six or twelve months.”

Whether you work in the public or private sector will determine how you ask. Charles Cotton, performance and incentive consultant at the CIPD, explains. “In the public sector, most workers get a raise because their union or management agreed to it.

“Central or local collective bargaining, or a salary review body, determine this. Until you reach the top of your band, you will get a service-related increment. If you want more, you can either obtain a wage raise or a promotion.”

Those in the private sector are more likely to be rewarded for their efforts. Exceptions exist. Performance-related remuneration is used by certain local governments, so if you excel at your job, you will be rewarded accordingly.

Do I know whether I am underpaid?

• Before meeting with your supervisor, investigate what similar-level peers and employees at similar-sized companies make. This manner you can say your present compensation is below market rates.
• Like professional groups and trade periodicals, recruitment consultants conduct compensation surveys.
• Also, examine your firm's job advertising to discover what similar jobs pay.

“Newer employees tend to earn more. A few years with your present work may reveal a compensation gap, says Charles Cotton.

Asking co-workers how much they make is risky. Some employment contracts prohibit employees from discussing wages with outside parties. This is unenforceable if you are trying to find out about wage discrimination based on age, gender, or ethnicity.

Nick Smith, Mincoffs' Head of Employment, explains. “It is illegal for your employer to punish you or your co-workers for disclosing your income to them for that purpose.”

Disclosing income is a touchy subject, so don't be shocked if your co-workers don't. Even if they do, don't use it as leverage.

Take care not to look unprofessional to your management, advises David. “You don't want to appear to be gossiping. To avoid mentioning individuals, I suggest discussing pay benchmarking in general.

A wage raise how often?

Workers in the UK are not legally entitled to an annual salary boost, even if inflation is kept constant. Instead, companies decide whether and when to raise wages. To keep good staff, most organisations recognise the necessity to pay annual raises.

According to Mercer's annual compensation study, 90% of employers offer everyone increases on the same day, once a year.

“Some companies raise compensation in January because their fiscal year ends in December. Others follow the tax year, which begins in April,” explains CIPD's Charles Cotton.

In smaller companies, salary isn't established all at once, but is reviewed annually based on when you joined.

“Pay evaluations in small enterprises tend to be more ad hoc,” adds Charles. “You might not get a wage rise for two or three years because your boss hasn't thought about you, so it's worth asking.”

Every 12 months, you can anticipate (or request) a wage increase. A persuasive case – i.e. your function or duties have changed dramatically – is required. In this case, you should ask for a raise.

Is the national (UK) minimum wage correct?

Although you are not legally entitled to a raise, it is worth examining the current minimum wage rate. Various rates apply to various worker classifications. You may check your rate on the UK government's website.

, and firms must pay the government-set rates.

To find out why your income hasn't grown in accordance with the minimum wage, contact solicitor Nick Smith.

“Your employer should promptly pay you the unpaid wages. If it doesn't work, write your request. If they still refuse to pay, you can file a claim with the Employment Tribunal (e.g. for an illegal deduction from wages; and/or breach of contract) or complain to HMRC.

UK wage rises

The CIPD's national compensation surveys show that 64% of private sector workers got a raise in 2008. Eight years after the financial crisis began, that number has fallen to 52%. In the public sector, 73 percent of organisations increased pay in 2008, while just 58 percent did so in 2016.

With widespread pay freezes and public sector pay raises restricted at 1%, the average UK wage growth now falls short of growing living costs.

The December 2016 RPI was 2.5%, however just 17% of UK employees saw a salary boost of 2.5% or higher (20 percent of all private sector workers and 1 percent of public sector staff).

35% of employees had salary rises below 2%. (30 percent of all private sector workers and 51 percent of public sector staff).

The same trend is expected in 2018.

How to request a raise (and get it)

Asking for a raise in person is ideal. A request made in person is tougher to refuse than one made in paper, and it indicates you are sincere.

Sending an email eliminates the ability to measure your manager's reaction, provide counter-arguments, and bargain.

While it's ideal to ask in person, writing down your points can help. It helps you collect your ideas and you may thank your management for their time by emailing your major points.

“A line manager is seldom empowered today to approve a wage increase after one meeting. “Having a written case can assist your supervisor promote your proposal to higher management,” says Dominic Vaughan, negotiation specialist and Advantage Spring COO.

Read the section on ‘How to ask for a raise in writing' for sample template letter.

“Going over your boss's head is never a smart idea,” says career coach Corinne Mills.

If your position is on a different grade and consequently deserves a different wage, you may need to go through a formal process to convince the pay review body.

“Even then, having your boss's approval is helpful. Remember to have excellent ties with your management no matter what happens. And even if you plan to quit, you'll need a strong reference.”

When should you ask for a raise?

An annual performance review at the conclusion of the financial year are ideal times to ask for extra money. Asking for a raise in December is too late if you know it will be decided in January.

You can address the issue at any time, not just during your yearly pay review. There is no ‘perfect' time, although some are better than others (a survey conducted in 2005 suggested managers are most receptive to salary review requests on a Wednesday).

• When to ask for a raise: After a successful project.
• When your employer announces a profit.
• Your contract is up for renewal.
• Your boss urges you to take on more.
• Your boss's schedule is rather calm.
• Not asking for a raise:
• After a financial setback or a huge contract loss.
• After a salary or recruiting freeze.
• Monday morning or a busy quarter.
• Friday afternoon, when your boss plans his weekend.
• How to seek a wage raise meeting

How you ask for a raise will depend on your connection with your manager. Some supervisors favour a formal approach, while others prefer casual approaches (in a bar after work, for example).

“Don't wait until your manager is at the coffee machine to ask for five minutes to discuss your pay,” Dominic advises.

This is the start of a process, and it warrants a 45-minute spot in your manager's diary. You need to talk about something essential to you. Don't be shy about wanting to talk about it.”

Inform your management about the meeting - no one enjoys being pushed.

The salary raise meeting speech

Salute your boss and thank him/her for their time. Then, quickly summarise your recent successes and how you will contribute to the organisation in the future.

Reference your wage benchmarking study here, explaining what similar roles make elsewhere and at your own organisation.

‘As Account Director, I am exceeding all KPIs and targets.' My market value is X, which is Y% more than my present wage. I'd want to talk about closing the gap.

Reiterate how much you value being part of the team, but also how vital it is to you that your pay is competitive.

Use words with caution. Avoid ambiguous phrasing, Dominic advises. Aiming for or hoping for something implies that you do not expect to receive it.

Specify the figure. “Hedge your bets by stating ‘I was thinking of someplace maybe in the vicinity of X' makes you appear insecure. If you've done your homework, you know how much to ask for.”

Keep the talk reasonable and avoid displaying passion. Pleasuring your employer doesn't make him aware of your want to acquire a new home.

What should I say to get a raise?

To persuade your boss, you must provide a compelling case. That requires proving your worth to the firm and in the market.

“Think like your boss,” advises career coach Corinne Mills. “They must persuade the firm to spend more in you, and then convince senior management.”

In the first place, reread your job description or contract and highlight your accomplishments. Then list your contributions to the firm and how you outperformed your peers.

Corinne advises quantifying your contributions. “Perhaps you have surpassed objectives by X or gained Y new clients. You may have created a new procedure or saved the department money by going beyond your position.

“A manager will assess your contribution to the organisation,” says CIPD's Charles Cotton. They will look at your prior contributions, what would happen if you quit, and how simple it would be to replace you.”

Good workers are hard to find, therefore emphasise your experience and dedication to the firm. Do not ask for a raise only based on tenure, says Corinne. An employer will be more open if you are performing well and/or are difficult to replace.

Describe your next year's contribution to the firm (making sure your promises are realistic and achievable). The goal is to persuade your company that investing in you now will be worthwhile.

How to handle anxiety while asking for a raise

You are not alone in your fear of asking for a raise. According to a 2016 compensation poll, 67 percent of employees are uncomfortable asking for a raise, while 31 percent acknowledge they lack the courage to do so.

Like job interviews, research is vital. The more prepared you are, the less frightened you will be.

Dominic suggests anticipating your manager's reaction and any arguments they may throw at you.

If you're apprehensive, rehearse in front of a mirror or ask a buddy to critique your tone and delivery speed.

Body language matters. “Don't fidget, click a pen, or tap your foot. These are at best a diversion and at worst a sign of insecurity in your request.

“Sit upright and lean in. It will boost confidence. “Speak properly and face your boss,” Dominic advises.

How to bargain for a raise

Pay increases are based on individual merit, as well as business and market benchmarks. Once you know how your compensation compares, you may ask for a raise to match the market rate.

Read the preceding section on ‘How can I find out whether I'm underpaid?' to find out how much to ask for.

Negotiation specialist Dominic Vaughan advises referencing the market but avoiding mentioning individual co-workers and instead referencing your pay grade/level. “Otherwise it may appear too personal.”

You want to ask for a fair raise. Don't go too low (you'll regret it if your manager agrees too quickly), but don't go too high either. Instead, ask for a little more than you need, knowing your supervisor will negotiate down.

Opening with a number is also vital. “Asking for a 10% wage raise seems like a pipe dream - asking for 9.7% sounds like you've done your homework and market research,” Dominic adds.

If your boss thinks your request is too high, you might offer to take on additional duty in exchange for greater pay. Flexibility is preferable.

No one wins an argument in a negotiation, Dominic argues. “Both sides have reasonable points of view, but people tend to dig in. The ideal way is to move your request from 9.7% to 8.7%.”

Alternately, ask questions to measure your boss's interest. For example, inquire how close the company can come to 9.7%. Expect a response from your management — the larger the company, the longer the process might take.

Whatever happens, don't use a new job offer as leverage.

To avoid losing credibility and bargaining leverage, Dominic advises making threats that you can follow through on.

No matter how good you are, it's unusual to be genuinely necessary. A company cannot force you back if you resign and then change your mind. Retracting a resignation is easy if you follow our recommendations.

In such case, Dominic suggests saying something like, ‘If you are unable to provide me with a wage raise that is really frustrating as I'd want to continue, but you have left me with some thinking to do.'

Even if you decide to change jobs, you must stay professional. You want a solid reference, and you should never destroy bridges in business.

How to write a raise request

If you want to ask for a raise in writing, read ‘How to draught a pay raise request letter/email' below.

Thanking my supervisor for a raise

Congratulations, you got the raise you wanted. Sending your boss a thank you email or letter is polite.

A wage rise request letter/email

If you decide to ask for a raise in writing, remember the prior tips on how to make a strong argument. See ‘How should I justify a raise request?'

Your pay raise request should include your job title, present salary, and length of service.

Highlight your successes in the role, note any modifications to your original job description, and compare your income to the market rate. Indicate the desired increase in pay or percentage and how it will put you in line with the market rate.

“Summarize how much you like working for the organisation and what you hope to achieve in the coming year.”

What if my salary raise request is rejected?

Your boss may respond that the company has already exceeded its yearly budget. You're a famous performer, but there's no money right now, so be persistent and make a date to discuss it.

If your manager doesn't think you deserve a raise, stay cool and set some specific goals. You may then work towards them and ask for a performance evaluation.

If you want to make a stronger business case for your salary increase, you might ask your boss to examine and endorse it. “Understand the obstacles to a pay raise so you can remove them,” recommends Dominic.

If there is no money, consider asking for privileges that your supervisor may be willing to offer. Working from home two days a week, more vacation time, a larger office, time off for networking activities. Maybe you could negotiate other staff perks like discounted vacation or gym membership.

Even if the wage budget is empty, there may be funds for training. Training and learning new abilities will raise your value to the firm (or another organisation) and provide you greater negotiating power.

If the employer still won't pay you more, it's time to move on.

“If you're not growing your talents and there's no potential of advancement, it's time to go elsewhere,” says HR Director David Clift.

“Negotiating a better wage is usually simpler when a company is eager to hire you. Confident in your accomplishments and market value, you may earn the raise you seek – or more.”