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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minuteMake a direct request grounded in your work: identify what you have contributed, research a defensible salary range or decide how much additional time off you want, and ask your manager for a private conversation. If the answer is no, ask what would need to change and when to revisit it. A raise or PTO adjustment is not guaranteed; pay bands, budgets, review cycles, and leave policies vary by employer.
Build a case based on your work
Before the meeting, write down a few specific contributions since your compensation was last set. Choose examples that show increased responsibility, successful projects, measurable results, or consistently strong performance. Explain how those contributions support the change you are requesting.
Keep the focus on the value and scope of your work rather than personal expenses or a coworker’s pay. A manager needs a clear business case, not a reason you need more money. Alison Green’s guide to asking for a raise recommends preparing evidence and understanding how compensation decisions are handled at your organization.
Research a reasonable request
For a salary request, compare roles with similar duties and scope, using more than one reasonable source when possible. A single salary-site estimate is not a definitive market rate. Consider your employer’s compensation structure and the full package you already receive, including benefits and paid leave.
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Decide what salary you want to request and be prepared to explain how you arrived at it. There is no single raise percentage that applies to every employee or workplace. If you do not have enough information to name a figure, you can still open the discussion and ask about the range available for your role.
For PTO, decide what specific arrangement would matter to you: for example, a defined increase in paid days off or more flexibility in scheduling. Consider your existing leave and benefits, but do not assume there is a universal cash value for PTO. Employers may have fixed policies or limited discretion.
Choose a useful time to ask
There is no universally best month or required waiting period established by these advice sources. A sustained record of contributions and enough time in your role can strengthen the case. A substantial change in responsibilities may give you a reason to raise the topic sooner.
Take your employer’s review cycle and financial circumstances into account. If compensation decisions are made at a particular time, ask how to be considered in that process. Timing is a factor in preparing the conversation, not a guarantee of an outcome.
Ask directly and make the conversation specific
Request a private meeting and make clear that you want to discuss compensation. In the meeting, briefly present your strongest evidence, state the change you are seeking, and invite your manager’s response. Adapt the examples below to facts you can substantiate.
Opening the conversation
“Could we set aside time to talk about my compensation? Since my last review, I’ve [specific contribution or result], and I’d like to discuss adjusting my salary to reflect that work.”
Requesting a specific salary
“Based on the responsibilities I’m handling and the results I’ve delivered, I’d like to discuss a salary of [amount]. I looked at comparable roles and considered our compensation structure. How does that fit with the range available for my role?”
Asking for more PTO instead of a raise
If additional time off is your priority, say so plainly rather than treating it as an afterthought: “More time off is my priority right now. Would you consider [specific additional PTO] in place of a raise this cycle? If that amount isn’t possible, what flexibility is available?”
A 2026 Ask a Manager advice column discusses asking for additional PTO in lieu of a raise. Any amount in a personal request should be tailored to the employee and employer, not treated as a general benchmark. Earlier guidance on asking for more vacation time likewise addresses the request as a workplace discussion, not a guaranteed entitlement.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Prepare for a no or a not-yet
If your manager declines, ask for a useful next step rather than ending the conversation without clarity:
“I understand. What results or conditions would make this possible, and when would it make sense to revisit the conversation?”
Try to leave with specifics: the outcomes that matter, any approval steps, and a date or period for checking in again. If the answer is “not now,” agree on when to return to the subject. Alison Green notes that “A good manager will be able to show you what a path to a raise would look like” in her guidance on what to say when asking for a raise.
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Consider whether the explanation is concrete and whether the proposed path works for you. A future review tied to agreed milestones may be a practical alternative to an immediate change; if flexibility is limited, you can ask whether a smaller PTO increase or another arrangement is possible.
Do not bluff about leaving
You do not need to be ready to resign to ask for a raise. But an ultimatum can put you in a difficult position if you are not willing to follow through. You can make your case and ask for a decision without claiming that you will leave. Green’s article on asking for a raise when you would not leave over salary addresses that distinction.
A short preparation checklist
- List a few concrete contributions and changes in responsibility since your last compensation decision.
- Research comparable roles and learn what you can about your employer’s review process.
- Choose a specific salary or PTO request, or prepare to ask about the range and available flexibility.
- Consider the full compensation package, including existing paid leave and benefits.
- Request a private meeting and prepare a clear opening sentence.
- If the answer is no, ask what would make a future request possible and when to follow up.
The cited advice is practical guidance, not a guarantee that an employer will approve a change. PTO rules and entitlements depend on jurisdiction and the relevant employment arrangements; these sources do not establish legal requirements for every location.
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