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Your working life · 7 steps
You don't ask for a pay rise “because it's been a while”: you ask because your value or the market has moved, and you prove it. Place your salary, check you're already paid everything you're owed, put a precise figure on it, pick your moment, then prepare what comes next if it's a no. Here is the order, with the page that handles each step.
Enter your salary, occupation and city: you see where you stand among the salaries offered in job ads. Your market value, worked out from your CV, and the average salary for your profession complete the picture. Below the median with more experience than the ads ask for: that's your central argument.
Before asking for more: your collective-agreement minimum for your job grade, your overtime and its premium, the bonuses provided for in your contract or an agreement. A missing sum isn't a pay rise to negotiate: it's money owed, and you claim it in writing.
Start from the gap with the market and what has changed in your job, add catching up with price rises since your last pay review, then silently set your threshold. Contributions apply to the rise too: the simulator shows what your request gives in net pay and what it costs your employer.
On one page: your results since your last pay review, the responsibilities added, the skills gained, the comparison with the market. Ask before the budget is drawn up, often several months before the annual review, right after a visible result, or when your scope grows.
Ask for a dedicated meeting. Open with the facts, state your figure once, then stop talking. Note the objections without arguing straight away, and close with a concrete next step: a decision by a set date, or written objectives. Nego plays your manager so you can practise.
Ask what's missing for it to be a yes and when the question will be looked at again, with written objectives. Explore a one-off bonus, variable pay, certified training, remote work, moving to executive status or a new job title: a bonus is paid once, a rise every year.
The ads for your occupation show, month after month, what your experience is worth elsewhere. Update your CV; if an offer comes in, negotiating at hiring takes over, and the “I'm leaving my job” guide sets out the order for leaving.
Describe your situation: Nego tells you where to start, follows the checked steps of each procedure, does the calculations with the site's tools and drafts your letters. It does not replace the administration: each procedure is completed on the official service.
No percentage is right in itself: the amount follows from the gap between your salary and your market value, what has changed in your job and price rises since your last pay review. State it as a precise gross annual figure; the pay rise simulator shows what it gives in net.
Before the budget is drawn up, which is often decided several months before the annual review; right after a visible result; or when your role grows. Asking during the annual review often means asking too late for the current year.
It's often true. Ask them to take your request forward, give them a one-page written case and set a date for an answer: your case must be able to convince someone who doesn't know you.
Ask what's missing for it to be a yes and when it will be reviewed, with written objectives. Negotiate the alternatives (bonus, variable pay, training, remote work, job title) and look at the market: if the gap persists, an offer elsewhere is negotiated with the same method.
A bonus is paid once; a rise is paid every year and becomes the base for the next rises and for your next employer. A bonus can make up for a refused rise, rarely replace it.
Every rule mentioned here is explained and sourced in its procedure or guide; amounts are calculated by the site's tools. All procedures