If you're planning to ask for a raise in Q1 2026, you're already ahead of the game. Research shows that employees who ask for raises in the first quarter are 15% more likely to receive them compared to those who wait until mid-year. Why? Because Q1 is when budgets are fresh, annual planning is underway, and managers have more flexibility to make adjustments.

But knowing when to ask is only half the battle. The way you ask matters just as much. This guide will walk you through exactly how to prepare, when to have the conversation, and what to say—word for word.

Why Q1 Is the Best Time to Ask for a Raise

Timing isn't everything, but it certainly matters. Here's why Q1 gives you a strategic advantage:

• Fresh budgets: Most companies finalize their annual budgets in Q4 for the upcoming year. In Q1, there's usually more room for salary adjustments before mid-year budget freezes.
• Annual review cycles: Many companies conduct performance reviews in Q1 or Q2. Getting ahead of this cycle positions you favorably.
• New goals, new opportunities: The start of the year brings fresh projects and objectives. Demonstrating your value early can justify your request.
• Less competition: Fewer employees ask for raises in Q1, which means your request won't get lost in the shuffle.

According to a study by Salary.com, 57% of workers have never negotiated their salary at all. Those who do negotiate earn an average of $5,000 more per year. Over a career, that difference compounds to hundreds of thousands of dollars.

Do Your Research First

Before you schedule that meeting, you need data. Walking in without market research is like showing up to a negotiation empty-handed. Here's what to gather:

Know Your Market Value

Use sites like Glassdoor, Payscale, and Levels.fyi to research salary ranges for your role, experience level, and location. Consider:

• Your job title and responsibilities
• Years of experience in your field
• Your geographic location (or remote work market rates)
• Company size and industry
• Specialized skills or certifications you bring

Document Your Achievements

We can’t stress this enough. Create a "brag sheet" listing your accomplishments from the past year. Focus on:

• Quantifiable results (revenue generated, costs saved, efficiency improvements)
• Projects you led or contributed to significantly
• New responsibilities you've taken on
• Skills you've developed
• Problems you've solved
• Positive feedback from clients, colleagues, or leadership

The more specific you can be, the better. Instead of "improved team processes," say "streamlined the client onboarding process, reducing turnaround time by 30% and increasing client satisfaction scores from 7.8 to 9.2."

The Conversation: Word-for-Word Scripts

Now for the part you've been waiting for—what to actually say. Here are proven scripts for different scenarios.

Scheduling the Meeting

Email Template:

Subject: Request for Meeting to Discuss Compensation

Hi [Manager's Name],

I'd like to schedule a meeting with you to discuss my compensation. I've been reflecting on my contributions over the past year and would appreciate the opportunity to talk about my role and compensation in relation to my performance and market value.

Could we find 30 minutes in the next two weeks? I'm happy to work around your schedule.

Thank you,
[Your Name]

Opening the Conversation

Script:

"Thank you for taking the time to meet with me today. I've really enjoyed working on [specific project or responsibility], and I'm excited about the direction of our team. I wanted to discuss my compensation with you."

"Over the past [timeframe], I've taken on additional responsibilities, including [list 2-3 specific examples]. I've also [mention key achievement with metrics]. Based on my research of market rates for similar roles and my expanded responsibilities, I'd like to discuss increasing my salary to [specific number or range]."

Key elements:

• Start with gratitude and positivity
• Be specific about your contributions
• Use data and market research
• State your desired number clearly

If They Say "Let Me Think About It"

Script:

"I appreciate you taking the time to consider this. Would it be helpful if I put together a written summary of my achievements and market research? Also, what timeline should I expect for your decision? I'd like to follow up appropriately."

This shows professionalism while establishing clear next steps.

If They Offer Less Than You Asked For

Script:

"I appreciate the offer of [amount]. I was hoping for something closer to [your original ask] based on [reiterate 1-2 key points about your value or market research]. Is there any flexibility on that number?"

Pause and let them respond. If they can't budge, consider:

"I understand budget constraints. If we can't reach [your number] right now, could we discuss other forms of compensation? I'd be interested in exploring options like [additional PTO, professional development budget, flexible work arrangements, performance-based bonus, title change, etc.]."

What to Do After the Conversation

Regardless of the outcome, send a follow-up email within 24 hours:

Follow-Up Email Template

Subject: Thank You for Our Conversation

Hi [Manager's Name],

Thank you for taking the time to discuss my compensation today. I appreciate your consideration of my request for a salary increase to [amount].

As we discussed, I've [briefly summarize 1-2 key achievements]. I'm committed to continuing to deliver strong results for the team.

I understand you need [time/approval/budget review] to finalize your decision. I look forward to hearing back from you by [date you agreed on].

Best regards,
[Your Name]

Common Mistakes to Avoid

Even with preparation, it's easy to stumble. Watch out for these pitfalls:

• Making it personal: Don't mention your rent increase or car payment. Focus on your professional value, not personal financial needs.
• Comparing yourself to coworkers: Saying "I deserve more than Sarah" will backfire. Stick to your own merits and market data.
• Being vague: "I think I deserve more" won't cut it. Be specific about what you want and why.
• Threatening to leave: Unless you're genuinely prepared to quit, don't use this as leverage. It can damage your relationship and credibility.
• Accepting the first "no": If your manager says no, ask what you'd need to accomplish to revisit the conversation in 3-6 months. Get specific criteria in writing.
• Poor timing: Don't ask during a company crisis, right after missing a deadline, or when your manager is clearly stressed. Read the room.

If the Answer Is No

Hearing "no" stings, but it doesn't have to be the end of the conversation. Here's how to handle it:

Ask for specific feedback:
"I understand. Can you help me understand what would need to change for us to revisit this conversation in the future? What specific goals or achievements would demonstrate I'm ready for this increase?"

Get it in writing. A follow-up email summarizing the conversation ensures you have a clear roadmap and holds your manager accountable.

Set a timeline:
"Given these goals, would it make sense to check in again in [3-6 months]?"

Then, document your progress toward those goals. When you return to the conversation, you'll have concrete evidence that you've met their criteria.

And honestly? Sometimes a "no" is actually valuable information about whether this is the right place for you long-term. If you've consistently delivered exceptional work, have market data proving you're underpaid, and your company still won't budge, it might be time to start exploring other options.

Beyond the Raise: Other Forms of Compensation

If your company truly can't increase your base salary right now, don't walk away empty-handed. Consider negotiating for:

• Additional PTO: Even 3-5 extra days can be meaningful
• Performance bonuses: A one-time or quarterly bonus tied to specific goals
• Professional development budget: Conferences, courses, or certifications
• Flexible work arrangements: Remote work days or flexible hours
• Title change: Sometimes a better title opens doors for future opportunities
• Stock options or equity: If you're at a startup or public company
• Commuter benefits or parking stipend
• Enhanced retirement contributions: Employer 401(k) matching increase

These benefits can add real value to your total compensation package, even if they don't increase your base pay.

Asking for a raise is uncomfortable. There's no getting around that. But you know what's even more uncomfortable? Working for less than you're worth while watching your rent, groceries, and everything else get more expensive.

The data is clear: people who negotiate earn more. Not just once, but throughout their careers. That first raise compounds into higher raises at every subsequent job. It affects your retirement contributions, your bonuses, your severance packages, everything.

So take a deep breath, do your research, practice your script, and schedule that meeting. You're not asking for a favor—you're having a business conversation about your market value. And Q1 2026 is your moment to make it happen.

The worst they can say is no. But you'll never know what they might say yes to until you ask.