Pay-rise conversations work best when employees can show what their contribution is worth, according to Frances Li, founder and director of Biscuit Recruitment. Her advice also offers managers a useful framework for making pay discussions clearer and more constructive.
“Asking for a pay rise is a normal part of working life, but it’s important to go in with a clear case for why your salary should be increased.”
Frances Li, founder and director, Biscuit Recruitment
Compare the work, not just the job title
Li advises employees to benchmark salaries against responsibilities, seniority, location and sector. Two jobs with the same title can involve very different work, making a title-only comparison a weak starting point.
Explain the value added
Long hours and a busy diary do not, on their own, demonstrate a case for higher pay. Examples such as taking on responsibility, improving a process, retaining a client or consistently exceeding expectations make the business contribution more concrete.
Build the case throughout the year
Managers should already know about important achievements before the salary meeting. Regular progress conversations make it easier to explain the impact of work over time than presenting a year of accomplishments in one sitting.
Give the manager time to respond
Li warns against weakening a reasonable request with immediate apologies about budgets or an unsolicited compromise. Once an employee has explained their evidence and proposed a realistic figure, the next step is to let the manager respond.
Agree what happens after a “no”
A refusal can be the start of a more specific development conversation. Employees can ask which targets, additional responsibilities or skills would support a future review, giving both sides a clearer basis for revisiting pay.
Why it matters for HR teams
Clear salary criteria and regular feedback can help employees prepare realistic requests and help managers explain their decisions consistently. Recruiters can support that process with role-specific market context, while recognising that an individual employer’s pay decision depends on its own circumstances.
Image: editorial illustration created for Onrec.
