Calculate Salary Increment & Growth

Compute your revised salary after a hike, or calculate the exact percentage increase between your current and new CTC structure.

Currency

Current Salary (CTC)

Percentage Hike (%)

Current Salary (CTC)

New / Revised Salary (CTC)

Timing

Best Time to Ask for a Raise

Timing accounts for 30–40% of salary negotiation success. Research from PayScale shows employees who ask for raises during budget planning cycles are 2.5× more likely to receive them. The best months in India are January–February (pre-appraisal) and July–August (mid-year review). Avoid asking during layoffs, earnings misses, or the first 6 months of joining.

Raise Timing Score Calculator

I've been in my role for 12+ monthsTenure builds credibility — most companies require 12 months before salary review eligibility

It's within 2 months of the appraisal/budget cycleJanuary–March (Indian FY) or before your company's annual review window

I recently delivered a high-impact projectCompleted a major milestone, saved costs, or exceeded KPIs in the last 90 days

The company is financially healthyRecent revenue growth, no layoffs, positive earnings — budget is likely available

I have market data showing I'm underpaidSalary research from 3+ sources confirms a gap of 10%+ vs. market median

Your Timing Score0 / 100Check all applicable items to see your score

Calendar

Month-by-Month Raise Opportunity Map

Some months are significantly better than others for salary discussions. This chart shows raise success probability by month for Indian companies following the April–March financial year.

Success Probability

Jan

Feb

Mar

Apr

Jul

Oct

Strategy

5-Step Approach to Asking for a Raise

Follow this sequence to maximize the probability of a positive outcome.

Schedule a dedicated meeting (not casual)Request a 30-minute 1:1 with your manager. Say: "I'd like to discuss my role and compensation." Never ambush with a raise request in a status update

Open with achievements, not complaints"In the last 12 months, I've delivered X, Y, and Z with measurable impact of ₹[amount]." Lead with value created, not market comparisons

Present market data as supporting evidence"Based on Glassdoor and LinkedIn Salary data for [Role] in [City], the market range is ₹X–₹Y. I'm currently at ₹Z, which is [X%] below median"

State your target range clearly"I'm looking for an adjustment to ₹[range]. I'm flexible on timeline if budget is a constraint — an off-cycle review in Q3 would also work"

Follow up in writing within 24 hoursSend a summary email: "Thanks for discussing my compensation. As agreed, I'll [next steps]." This creates a paper trail and accountability

Avoid

Timing Mistakes That Kill Raise Requests

4 common timing errors that reduce success probability by 50% or more.

Asking Right After a Company Loss

If the company just announced layoffs, missed earnings, or lost a major client, wait 2–3 months. Even valid requests get denied during cost-cutting phases. Track quarterly earnings to time your ask.

Asking During Your First 6 Months

You haven't built enough credibility yet. Exception: if your role has expanded significantly beyond the job description within 3–4 months, a scope-based adjustment is reasonable.

Asking at the Wrong Time of Day

Research shows requests made on Tuesday–Thursday mornings (10AM–12PM) have 20% higher success rates than Monday or Friday, and significantly better than end-of-day when managers are fatigued.

Using Threats or Ultimatums

"If I don't get a raise, I'll leave" damages trust even if it works. Instead: "I'm committed to this role and want to align my compensation with my contributions." Threats backfire 60% of the time.

Example

Priya's Raise Request — A Case Study

Priya is a Product Manager earning ₹18,00,000. She's been in her role for 14 months and wants a raise. Here's how timing affected her outcome.

She asked in February (pre-appraisal)

Timing score: 90/100. The budget was being finalized, her manager could advocate for her during calibration, and her recent launch was still fresh.

Feb

She presented data: market range ₹20–24L

Glassdoor, LinkedIn, and a competing offer showed she was 15–25% below market. Her achievements included a product launch that drove ₹4Cr revenue.

₹20–24L

Result: 22% raise to ₹22,00,000

She received a ₹4,00,000 raise effective April. Her manager confirmed the timing was critical — a May request would have been deferred to the next cycle.

₹22,00,000

FAQ

Frequently Asked Questions

How often should I ask for a raise?

Ask for a raise once per year, ideally 2–3 months before the annual appraisal cycle. Asking more frequently can signal dissatisfaction. If your first request is denied, wait at least 6 months before asking again with new evidence.

Should I wait for the annual review or ask off-cycle?

For incremental raises (5–10%), wait for the annual cycle. For significant adjustments (15%+), request an off-cycle review — especially if you have a competing offer or your role has expanded significantly. Many companies have off-cycle budgets for retention.

What if my manager says "not now"?

Ask for a specific timeline: "When can we revisit this?" Get agreement on a date (e.g., next quarter) and the criteria you need to meet. Follow up with an email documenting the agreement. If the date passes without action, escalate politely.

Is it better to ask via email or in person?

Always make the initial request in a private 1:1 meeting (in person or video call), then follow up with a summary email. Email-only requests feel impersonal and are easy to defer. The in-person conversation creates commitment.

Should I mention a competing offer?

Only mention a competing offer if you're genuinely willing to leave. Counter-offers retain employees only 50% of the time long-term. Frame it positively: "I've received an offer at ₹X, but I'd prefer to stay here. Can we discuss alignment?"

Salary Hike Calculator