💵 The Ultimate Guide On How to Ask for a Raise When You Are Underpaid (Without Apologizing for It)

It starts as a nagging suspicion… You’re scrolling through LinkedIn, spot a similar job listing, and your jaw drops when you see the salary range. “Wait, THAT’S what I should be making?”

I’ve been there. For years, I told myself that hard work spoke louder than words. That my boss would notice my dedication, late nights, and consistently stellar performance. But here’s a spoiler: they didn’t. While I was silently grinding, others were negotiating, advocating, and collecting checks that matched their worth.

The wake-up call came when a newer hire let it slip that they were making more than me. I was livid. But here’s what I’ve learned: being angry doesn’t change your paycheck. Taking action does. 

Here’s how you can ask for a raise when you are underpaid—and win.

 

How to Ask for a Raise When You’re Underpaid

Step 1: Know Your Worth (Hint: It’s Probably More Than You Think)

Before you march into your boss’s office or send that email, do your homework. Guesswork won’t cut it.

Start by researching salaries for your role, industry, and location. Sites like Glassdoor, PayScale, and LinkedIn are gold mines. Reach out to peers in similar roles (yes, people talk if you approach it tactfully).

When I did this, I found that I was earning 25% less than the industry average for my position. The data wasn’t just eye-opening—it was fuel. Knowing my worth gave me the confidence to ask because I wasn’t just “hoping” for more money—I had the receipts to back it up.

 

Step 2: Build Your Case Like a Lawyer

Asking for a raise is like presenting a case in court, except the jury is your boss, and the evidence is your work. Start documenting your accomplishments.

Think beyond your job description: What have you done that’s gone above and beyond? Did you save the company money? Improve processes? Increase revenue? Quantify it. Numbers don’t lie, and they’re hard to argue with.

For me, it wasn’t just about saying, “I work hard.” I pointed out that I introduced a workflow that saved my department 10 hours a week and helped secure a client that boosted revenue by 15%. Focus on the impact you’ve made.

 

Step 3: Pick Your Moment

Timing matters. Asking for a raise during a chaotic week or when your boss just had a fight with upper management is a bad idea. Instead, look for natural opportunities: annual reviews, the completion of a successful project, or after you’ve hit a major milestone.

I requested my raise right after wrapping up a high-stakes project. The timing was strategic—it was fresh on my boss’s mind, and I had the leverage of a recent win.

 

Step 4: Prepare and Practice (Because Confidence Isn’t Optional)

Walking into this conversation unprepared is a rookie mistake. Write down what you want to say, and rehearse it until it feels natural. Practice in front of a mirror, record yourself, or run it by a trusted friend.

Here’s what my script sounded like:

• Start Strong: “Thank you for taking the time to meet with me. I wanted to discuss my compensation based on my contributions and market benchmarks.”
• Show Your Value: “In the past year, I’ve achieved [insert accomplishments], which contributed to [specific results].”
• Bring the Data: “Based on my research, the market range for this role is [insert range], and I’d like to discuss adjusting my compensation to align with that.”
• Collaborate: “How can we work together to make this happen?”

Rehearsing helped me stay calm and avoid the dreaded ramble when the nerves kicked in.

 

Step 5: Be Ready for “No” (It’s Not the End of the World)

Not every raise request gets an immediate “yes.” But a “no” isn’t a failure—it’s an opening for negotiation. If your boss says they can’t offer more right now, ask for specifics:

• What goals can you hit to earn a raise?
• When can the topic be revisited?
• Are there other forms of compensation available (e.g., bonuses, additional PTO, professional development opportunities)?

The first time I asked for a raise, I got pushback about budgets. Instead of folding, I asked for a roadmap which motivated me. Three months later, I followed up, crushed the outlined goals, and walked away with a pay increase. Persistence pays off—literally.

 

Step 6: Know When It’s Time to Walk

Here’s the truth no one likes to say out loud: not every company deserves you. If you’ve asked for what you’re worth, provided evidence, and still get undervalued, it’s time to explore your options.

When I finally left my underpaying job, I found a company that respected my skills and paid me accordingly. It wasn’t just about the money—it was about working somewhere that saw my value without me having to shout about it every day.

 

The Unapologetic Art of Asking

Advocating for yourself is necessary. It took me years to realize that waiting for someone to notice my hard work wasn’t humility; it was passivity.

If you’re underpaid, it’s not because you’re not good enough—it’s because the system is built to reward silence. Break that cycle. Speak up, advocate for yourself, and remember: no one will fight for your worth if you don’t.

You’ve earned this. Now go get it. 💼

 

People Also Ask These Questions About How To Ask For A Raise When You Are Underpaid

Q: What is the best way to prepare to ask for a raise when you are underpaid?

• A: Preparation is key when asking for a raise, especially if you suspect you’re underpaid. Start by gathering salary information for your job title and position through market research using tools like job postings, salary data websites, or consulting a career coach. This will help you understand the salary range for your role and determine whether your current salary aligns with fair pay. Document your achievements, contributions, and any new responsibilities you’ve taken on that demonstrate why you deserve more money. Highlighting measurable impacts like client wins or improved processes is a crucial step. Timing your request during performance reviews or after a significant achievement can also improve your chances. Approach the conversation with your manager by staying calm and focused, presenting your key points professionally, and using salary data to support your case.

Q: How do I know if I’m underpaid?

• A: To determine if you are underpaid, compare your current compensation to the market rate for your job title and position. Conduct thorough market research using tools like job postings and salary data to understand the average salary range for similar roles. Consider your location, experience, and industry when analyzing pay transparency data. If your current salary falls below the average for your qualifications and contributions, it’s a strong indication that you’re not being fairly compensated. Additionally, compare your responsibilities to those of peers with similar experience within your company or industry. If you’ve taken on new responsibilities without a salary increase, it may be time to ask for a raise.

Q: How do I approach my manager about being underpaid?

• A: When requesting a salary increase, approach your manager with a well-prepared conversation. Start by framing the discussion positively, emphasizing your commitment to the company and clients while expressing your desire for fair pay. Use key points from your salary data research to support your request and explain how your performance has exceeded expectations or taken on new responsibilities. Focus on specific achievements, such as bringing in clients or improving company culture, to highlight your value. Keep the tone collaborative, positioning the request as a discussion about aligning your contributions with your compensation.

Q: What if my company doesn’t have pay transparency?

• A: If pay transparency isn’t part of your company culture, rely on external market research to gather accurate salary information. Use salary data from reputable sources and job postings to establish a fair salary range for your position. If possible, network with professionals in similar roles to gain insights into their current compensation. Presenting this data during your conversation with your employer will help strengthen your case for a salary increase, even in the absence of internal pay transparency.

Q: How does the gender pay gap impact asking for a raise?

• A: The gender pay gap often affects how women perceive their worth and their likelihood to ask for a raise. Research shows that women are less likely to negotiate their salaries, which can perpetuate being underpaid. If you suspect your salary doesn’t align with industry standards, focus on salary information and market research to advocate for fair pay. By approaching the conversation with confidence and key points about your achievements, you can counteract biases and move closer to being fairly compensated.

Q: What should I do if HR or my manager rejects my request?

• A: If your request for a raise is rejected, ask for feedback and clarification on why your employer isn’t able to meet your expectations. Inquire about specific goals or benchmarks you can achieve to earn a future salary increase. Use the opportunity to discuss company culture and how your role can grow. If the rejection is due to budget constraints or systemic issues, it may be worth considering other options where your contributions will be recognized. Keep the conversation professional and express your willingness to revisit the discussion during performance reviews or after completing new responsibilities.