1. Check where your pay actually sits
Start with evidence. Run a free salary check to see your percentile against real Australian pay data for your role and city. If you're below the median, that gap is your strongest argument. If you're already above it, you'll pivot to scope and results instead.
2. Time it well
- Near a performance or salary review — budgets are being set; get in early.
- After a clear win — a delivered project, new responsibilities, or covering a gap left by a departure.
- Avoid redundancy rounds, hiring freezes, or right after weak company results.
3. Build your case
Combine three things managers can act on:
- Market evidence — what comparable roles pay now, from a credible source.
- Your impact — specific results, ideally with numbers (revenue, time saved, scope grown).
- A clear figure — a specific ask, anchored to a target range, not "a bit more".
4. Make the ask
State your case calmly, anchor with your target range, then stop talking and let them respond. SalariQ's Pay Rise report gives you the recommended ask range, your leverage points, and word-for-word scripts for email and in person — so you're not improvising in the moment.
5. Plan for "not right now"
A first no is information, not a dead end. Ask exactly what would need to change to get to yes, agree on measurable goals and a firm review date, and bank non-cash wins (extra leave, flexibility, a development budget) in the meantime. Your report includes a ready-made if-they-say-no plan.
Frequently asked questions
How do I ask for a pay rise in Australia?
Pick the right moment (near a review or after a win), back your case with what comparable roles pay in your city, state a specific figure, and have an if-they-say-no plan. SalariQ gives you the market data, the recommended ask range and word-for-word scripts.
How much of a pay rise should I ask for?
It depends on where you sit versus the market. If you're below the median there's usually clear room; if you're already above it, focus on scope and results. SalariQ shows your percentile and a target ask range grounded in Australian pay data.
What if my manager says no?
A first no is rarely final. Ask what would need to change and by when, agree on measurable goals and a review date, and consider non-cash wins (leave, flexibility, development) in the meantime. Your SalariQ report includes an if-they-say-no plan.