How to Ask for a Raise in India: Script, Timing and Examples
How to ask for a raise in India: when to ask, how to build your case with numbers, a word-for-word script, and what to do if the answer is no.
Most people wait for the appraisal letter and accept whatever number comes. Those who ask, with evidence, often get more. Here is how to ask for a raise in an Indian workplace without sounding entitled.
When to ask
- Before the appraisal cycle closes. Budgets are usually fixed after that.
- After a visible win: a project shipped, a client retained, a target beaten.
- When your role has grown beyond your job description.
Avoid asking during layoffs, a missed quarter, or the week your manager is under pressure. Check what is normal first in appraisal hike percentages in India.
Build your case with numbers
| Evidence | Example |
|---|---|
| Impact | Cut vendor costs by Rs 6 lakh a year |
| Scope | Now managing 3 clients instead of 1 |
| Market data | Similar roles pay Rs 9-11 lakh in your city |
| Feedback | Rated "exceeds expectations" twice |
Market data is your strongest point. Check three sources: job posts, peers, and recruiter conversations. A role paying Rs 8 lakh today may price at Rs 10 lakh in the market.
What number to ask for
Worked example: current CTC Rs 8,00,000. Market range Rs 9,50,000 to Rs 11,00,000. Ask for Rs 10,40,000, a 30% rise, so a compromise at 20% (Rs 9,60,000) still beats the usual 8-10% hike. Name the number; never say "whatever you think is fair".
Anchor with evidence, ask for a specific figure, then stop talking and let the manager respond.
The script
"Thanks for making time. Over the last year I took on the X and Y accounts, delivered Z, and my work now covers what a senior role in the market handles. Based on that and market pay for this role, I would like to discuss moving my CTC to Rs 10.4 lakh. Can we look at that?"
Ask in a scheduled one-on-one, not in a corridor. Send a short email beforehand asking for 20 minutes to discuss compensation.
If the answer is no or not now
- Ask what would need to change and by when.
- Request a written review date, such as in 3 months.
- Ask for non-cash gains: title change, learning budget, WFH days.
If the answer stays no for a year, a switch is the faster route. See salary hike on a job change and counter offers.
Mistakes to avoid
- Comparing yourself to a colleague's pay.
- Threatening to quit unless you will.
- Making it about personal expenses rather than value.
Also practise language from salary negotiation and the negotiation email template.
Prepare a one-page brief
Write a short note listing three wins with numbers, your current responsibilities versus your job description, and two or three market data points. Do not hand it over unless asked, but keep it with you. It keeps you calm and specific. Rehearse the first two sentences aloud with a friend, and plan your response to the three likely answers: yes, not now, and no.
After the meeting, send a short thank-you email summarising what was agreed and any review date. This puts the conversation on record and gives your manager something to forward to HR.
Email to request the meeting
Keep the request short and neutral. The detail belongs in the conversation, not in the inbox.
Subject: 20 minutes to discuss my role and compensation
Hi Priya,
Could we set aside 20 minutes this week or next to discuss my role and compensation? I would like to walk you through the last year's work and where I see my role going. Any slot that suits you works for me.
Thanks,
Arjun
Send it on a normal working day, not after a difficult team meeting or on a Friday evening.
Email after the meeting
Whatever the answer, put it in writing the same day. It protects both of you and gives your manager something to forward to HR.
Subject: Thanks for today's discussion
Hi Priya,
Thank you for the time today. To summarise: I shared the X and Y account wins and asked to move my CTC to Rs 10.4 lakh. You will speak to HR and we agreed to revisit this by 15 November. Happy to share anything that helps the case.
Regards,
Arjun
How the ask changes by situation
| Situation | What to ask for | What to bring |
|---|---|---|
| Normal appraisal cycle | A specific hike above the standard band | Three wins with numbers and market data |
| Role has grown a lot | A title change with the raise | Your job description next to what you actually do now |
| You have an outside offer | A match, only if you would stay | The offer, shared carefully; read about counter offers first |
| Company is in a hiring freeze | A written review date and non-cash benefits | The same evidence, so the case is ready when budgets open |
If your manager agrees but HR caps the number, ask how the cap is calculated and whether a variable pay or one-time bonus can close part of the gap. Read variable pay in CTC before you accept a mix that looks bigger than it is.
Frequently asked questions
How much raise can I ask for?
Anchor on market pay for your role. Out-of-cycle raises of 15-25% are possible with strong evidence; the cycle hike is usually 8-12%.
Should I ask by email or in person?
Request the meeting by email, make the ask in person or on a call, then confirm the outcome in writing.
How long should I wait after joining?
At least 6-12 months, unless the role changed sharply.
What if HR says the budget is closed?
Ask for a review date and written criteria so the conversation continues.
Next step:Check your market value with CheatCode