The annual review is, in most workplaces, the most natural and expected moment to discuss your salary. Managers anticipate these conversations; HR budgets for them. Going in without raising the topic does not make you look easy to please — it simply means the conversation does not happen, and your salary either stays flat or rises only by whatever the company had already decided. Preparing well and asking clearly is the most reliable way to change that outcome.
Do your research before the meeting
Before you say anything, know what people in your role are being paid. Glassdoor, LinkedIn Salary, Reed, and sector-specific salary surveys all provide useful benchmarks. Look at job listings for equivalent roles — what are employers offering new candidates? If your market rate has moved significantly above your current salary, that is a concrete and factual starting point for the conversation. It is much easier to make a case based on market data than on personal need.
Build a record of your contributions
Your manager wants to be able to justify any increase to their own manager and to HR. Give them the material to do so. Write down your achievements since your last review: projects delivered, problems solved, skills gained, extra responsibilities taken on. Concrete examples are far more persuasive than general statements. If you can quantify the impact — revenue generated, costs saved, time reduced — even better. Go into the review with these points ready, not trying to remember them on the spot.
Name a specific number
When you ask, be specific. Saying you would like to discuss your salary is not the same as saying you are looking for a salary of thirty-eight thousand pounds, which is an increase of eight per cent. Specific numbers anchor the conversation. They signal that you have thought about it seriously and are not just making a vague request. If the number feels uncomfortable to say out loud, practise saying it before the meeting. The discomfort is real but it fades quickly, and the cost of not asking is usually higher than the awkwardness of asking.
When the answer is no
A no at the review does not have to be the end of it. Ask what would need to change for the answer to be yes, and when the next opportunity to revisit it would be. Get any informal commitments confirmed in writing where possible. If the reason given is budget, ask whether a one-off bonus, additional leave, or flexible working could be considered instead. And if the company consistently underpays relative to the market and cannot or will not close the gap, that information is also useful — it may inform decisions you make later.
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Ask Fin provides general guidance only, not regulated employment or financial advice. Pay discussions can vary significantly by sector, employer, and individual circumstances.