Here Are 7 Steps To Take If You Want a Raise This Year
You’ve already checked getting a job off your list in 2026, but now, how do you go about getting a little more money for your time and skill set? You have to be your biggest advocate, and if a raise is on your horizon, timing matters more than ever.
Even though the job market has held up better than expected, economic uncertainty is still hanging around, and many experts say there may be a limited window this year where employers are more willing to hand out pay increases.
Simply put, if you want more money, acting now is better than asking later.
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Quick Take: Why Asking for a Raise in 2026 Is Time‑Sensitive
While the feared recession hasn’t fully materialized into the feared post-appocalyptic economic landscape previously predicted, it is uncertain at best. According to analysts at Trading Economics, U.S. wage growth in 2026 is projected to stabilize around 3.5%, matching 2025 levels. While high-income workers see 4.2% growth, lower- and middle-income gains have slowed, and wage gains from changing jobs have cooled to almost frigid temperatures.
Many financial experts have warned that, though inflation feels a bit more under control, employers often become less generous with raises when prices remain high, even if they aren’t increasing as rapidly. That makes the first half of the year, before budgets tighten further, a smarter time to speak up.
Here are seven steps to take if you want a raise this year, and why waiting too long could work against you.
Step 1: Build a Raise Case Based on Impact, Not Effort
If you want a raise, the strongest argument isn’t how hard you work but rather how much value you create. Yes, you’re a person, but your managers or higher-ups typically only recognize data points.
The job experts over at Indeed say, "To increase your chances of success, it's important to reflect, research and plan ahead before meeting with your employer about a raise."
Managers approve raises when they can defend them upward, so give them concrete reasons. Here are a few key takeaways about what you should start tracking to show just how much you do for your company:
Revenue you influenced or protected
Costs you reduced or inefficiencies you fixed
Projects you own beyond your job title
Results that directly support business goals
Step 2: Know Your Market Value
In 2026, pay transparency laws have expanded significantly, and it’s no longer “impolite” to ask about salaries or know what everyone in your position is making to get a better gauge of what you should be making. A quick and easy way to get an estimate is to head to Salary.com and learn your market value salary with insights across roles.
Even if you don’t live in those states, you can compare posted pay ranges for similar roles and loosely adjust for the cost of living in your area. Remember to use the data as a benchmark, not a threat, because again, numbers speak for themselves. If you discover you’re underpaid relative to the market, that’s powerful leverage in a raise conversation.
Step 3: Set Expectations With Your Manager Before Asking
One of the biggest mistakes people make is waiting until review season to ask for more money, without any warning. Though no manager will be shocked that you want more money for your time, be proactive and ask what success looks like for the rest of the year to clarify what would justify a raise. Get feedback now, while there’s time to act on it
Step 4: Time Your Ask When You Have Momentum
If you want a raise in 2026, don’t ignore timing. Bad moments include layoffs, hiring freezes or major restructuring. Instead, wait for opportune moments, such as after finishing a high‑impact project or during performance planning cycles.
Step 5: Understand the Job‑Switching Advantage
One uncomfortable truth still holds in 2026: Job switchers tend to earn bigger pay bumps than people who stay put. You would link loyalty would be rewarded, but alas, workers who switch jobs often see higher wage increases, whereas those who stay rely more on incremental annual raises. Though that statistic has slightly cooled, CNBC recently reported that wage growth for job switchers was about 4.4%, compared with 3.9% for job stayers.
This is not to say you should threaten to quit, but knowing your outside options gives you leverage. If another employer values your skills more highly, bringing that market data (not ultimatums) to your current job can sometimes lead to a raise or match.
Step 6: Be Prepared for Non‑Cash Alternatives
If the answer isn’t an immediate raise, all is not lost. You can lock into your savvier side and ask for alternatives such as flexible schedules, remote work, professional development funding or additional PTO. If you are comfortable with forgoing a pay bump, in a tighter economic environment, non‑financial benefits can significantly improve quality of life, while still strengthening your long‑term earning potential.
Step 7: Have a Backup Plan
Real talk, you need to know your bottom line and be willing to walk away if you don’t get what you feel you deserve. In other words, if your employer won’t budge and won’t outline a path forward, you need to decide what that means for you.
Many employers know that workers are still more willing to leave unsatisfying jobs than they were pre‑pandemic. Sometimes the willingness to walk is what finally changes the conversation.
If not, it may be a signal to move on. If you want a raise this year, don’t wait for the economy to make up its mind. As inflation cools and growth slows, companies often pull back on pay increases.
This article was provided by MoneyLion.com for informational purposes only and should not be construed as financial, legal or tax advice.
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