Quick answer: For a merit raise at your current job, ask for the amount that closes your market gap, not an arbitrary percentage. If you're at market rate and performing well, 5-8% is a defensible ask in 2026. If you're below market rate, ask for the full gap -- 10-20% or more is appropriate. Never anchor low.

Why most people ask for too little

The most common raise mistake is asking for a round-number percentage -- "I was hoping for a 5% raise" -- without connecting it to any data. That makes it easy for a manager to counter with "the budget is 3%" and end the conversation.

A better frame: "Based on market data, I'm currently X% below the market rate for my role and experience level. I'd like to close that gap to [target salary]." That's harder to dismiss because it's not your preference -- it's data.

Step 1: Know your market rate

Before calculating your ask, establish your market rate. Use at least 2-3 sources:

• Glassdoor (search your specific title, location, company size)
• LinkedIn Salary Insights
• Bureau of Labor Statistics Occupational Employment Data

Get a range (25th to 75th percentile) for your exact role, experience level, and location. Your target is typically the median (50th percentile) for your qualifications. See: what is market rate salary.

Step 2: Calculate your gap

If you earn $72,000 and market rate for your role is $80,000-$90,000 median, you're 11-25% below market. That's a meaningful gap -- and it justifies a meaningful ask.

If you earn $82,000 and market rate is $80,000-$85,000 median, you're at or near market. A merit raise of 4-7% above your anniversary date baseline is appropriate based on strong performance.

Step 3: Set your target and your walk-away number

Target: The number you'd be genuinely happy with. Ask slightly above this -- say, $5,000-$8,000 higher -- so there's room to negotiate down to your real target.

Walk-away number: The minimum you'd accept before deciding the job isn't fairly compensating you. If your employer can't meet this, that's information about your options.

Anchor above your target. Research on salary negotiation consistently shows that the first number stated anchors the conversation. Don't anchor at your target -- anchor above it.

2026 raise benchmarks

For context:

• Average merit increase in 2026: 3.5-4.5% (down from 4.8% in 2023)
• Cost of living adjustment (inflation, 2025): roughly 2.8%
• Meaningful merit raise: 5-8% for strong performers
• Promotion raise: 10-20% (typically includes title change)
• Market correction raise: the full gap between current salary and market rate

See: average merit increase 2026 for detailed benchmarks by industry.

At 3.5% average, a raise at the budget floor means you're essentially getting a cost-of-living adjustment -- not a merit increase. Asking for 5-8% is reasonable for solid performance; asking for more is justified if you're below market or have had an exceptional year.

What to say when they ask "what number are you looking for?"

Don't say "I'm flexible" or defer back to them. Give a specific number:

"Based on market data for my role in [city] and my [X years] of experience, I was expecting to get to $[target]. Can we make that work?"

Giving a specific number is more effective than a range. If you say "I'm looking for $85,000-$90,000," the employer anchors on $85,000. Name $90,000 if that's your floor.

When to ask for more than market rate

A few situations justify asking above the market median:

• High leverage moment: You just shipped a major project, landed a big client, or saved the company significant money. Document the dollar value.
• Competing offer: You have a real, comparable offer at a higher salary.
• Specialized skills: You have skills they can't easily replace.
• Long-term below-market stretch: Market corrections often need to overshoot to compensate for lost compounding.

Frequently asked questions

Is it rude to ask for a specific dollar amount?

No. It's professional and efficient. Vague asks ("I'd like a raise") produce vague responses ("we'll look into it"). Specific asks produce faster, clearer decisions.

What if my manager says raises are capped at X%?

Budget caps are real constraints, but they're not universal. Ask if there are paths to additional compensation outside base -- spot bonuses, equity refreshes, or off-cycle reviews for exceptional performance. See: how to ask for a raise for how to navigate that conversation.

Should I ask for a raise in dollars or percentage?

Dollars. "I'd like to get to $88,000" is cleaner than "I'm looking for a 9% raise." Dollar figures anchor the conversation at your target; percentages can be dismissed more easily with "the budget is 3%."

What if I just started 6 months ago?

Most employers expect raises to happen at the 1-year mark or at performance review cycles. Asking early reduces the weight of your ask. Exceptions: if your scope has increased dramatically, or if you were hired below market. See: when to ask for a raise.

How do I know if my manager has the authority to approve my ask?

You often don't, but asking your manager to advocate for you up the chain is part of the process. If your manager says "I'll need to run this by HR/Finance," that's normal -- not a rejection.