Preparing a salary-increase request in the UK

Katerina Galkina · EN · 07/10/2026

Establish the basis for a pay rise

Read your contract, pay-review policy and bonus terms first. An annual review does not necessarily guarantee an increase. Acas explains different pay rises ↗, distinguishing contractual and discretionary increases; separate duties arise when the applicable minimum wage increases.

If your contract already entitles you to a particular increase, that differs from asking for a market adjustment. Gather the provision, evidence that you met its criteria and previous confirmations. Do not combine the two issues into an undefined request to reconsider everything.

Prepare evidence and a figure

Make a short list of recent outcomes: delivered projects, improved processes, additional duties and responsibility for people or customers. Show your own contribution and its effect on the team. Use verified figures rather than claiming the whole company's achievement.

Collect recent comparable vacancies with similar seniority, duties, location and working patterns. Compare gross annual base salary with base salary, considering bonus and pension separately. Choose a justified request and your minimum acceptable outcome. Rising personal costs may explain your motivation but do not replace evidence about the role.

Have a dedicated conversation

Request time to discuss compensation and development. Briefly explain the changes in your work, results and proposed amount or range. Ask who decides, when budgets are set and what is required for approval.

Acas guidance on requesting a rise ↗ recognises a discussion of the reasons an employee believes an increase is justified. Keep the conversation professional. Do not threaten resignation unless you are prepared to leave, or invent a competing offer.

Record the outcome

If agreed, confirm the new base amount, effective date, any backdating and payroll implementation. Changes to main employment terms must be put in writing; signing an entirely new contract is not always necessary. Keep the confirmation and check the first relevant payment.

If refused, establish why: budget, role level, performance or timing. Agree measurable criteria and a review date. Training, different hours or additional holiday can be negotiated separately if they meet your needs.

If the issue concerns a contractual payment already due or discrimination, it goes beyond ordinary salary negotiation. Collect the documents and seek rights advice. Not receiving the increase you wanted does not, by itself, establish a legal breach.