Raise Planning Calculator

Typical annual raises range from 3-5% for cost-of-living adjustments. For merit-based or promotion raises, aim for 10-20%. If you're significantly below market rate or have taken on major new responsibilities, 20-30% may be justified. Use our calculator to compare your desired raise against market data and industry benchmarks.

Job-hopping typically yields 10-20% salary increases versus 3-5% annual raises for staying. However, consider: (1) Career growth opportunities, (2) Work-life balance, (3) Benefits and equity vesting schedules, (4) Job stability and reputation risks. Our 5-year projection helps you compare total earnings for each strategy over time.

Ideal timing: (1) After annual performance reviews, (2) After completing a major project successfully, (3) When taking on new responsibilities, (4) At your work anniversary, (5) When company is doing well financially. Avoid asking during budget cuts, layoffs, or company struggles. Plan 3-6 months ahead to build your case.

Focus on value delivered: (1) Quantify achievements (revenue generated, costs saved, efficiency gains), (2) Document expanded responsibilities, (3) Show market research for your role, (4) Highlight skills gained and certifications earned, (5) Demonstrate consistent strong performance. Our calculator helps you organize these justifications and calculate the fair raise amount.

Most companies have annual or bi-annual review cycles. Work within this system but: (1) Ask for mid-cycle reviews if you've significantly exceeded expectations, (2) Negotiate title changes that come with raises, (3) Request equity, bonuses, or other compensation if salary is frozen, (4) Document your case 3-6 months before the review cycle starts.

After federal, state, and FICA taxes, expect to take home roughly 60-75% of your raise (varies by location and bracket). Our calculator shows: (1) Gross raise amount, (2) Estimated net take-home increase, (3) Monthly and per-paycheck impact. This helps set realistic expectations and evaluate if the raise meets your financial goals.

It depends. 3% is a standard cost-of-living adjustment (COLA) to keep pace with inflation—not a performance reward. If you've had strong performance, expanded responsibilities, or are below market rate, 3% is low. Counter with: market data showing your value, achievements justifying higher raise, or negotiate for additional benefits/bonus/equity if salary budget is truly fixed.

Ask for specific feedback: What metrics or achievements would justify a raise? When can we revisit this conversation? Document everything and set a follow-up meeting in 6 months. In the meantime: (1) Address the feedback, (2) Track your wins, (3) Research market rates, (4) Consider external opportunities. Sometimes the only way to get fair pay is to switch companies.