Calculate Salary Increment & Growth
Compute your revised salary after a hike, or calculate the exact percentage increase between your current and new CTC structure.
How Much Raise Should You Ask For?
Ask for a salary raise of 10% to 20% for in-company appraisals and 20% to 40% for job switches, based on 4 factors: performance rating, market positioning, company financial health, and time since the last raise. Employees who set data-backed targets receive 12% higher raises on average than those who ask without specific numbers.
Recommended Raise by Scenario
The raise you should ask for depends on the context. Each scenario has a different acceptable range based on employer expectations and market norms.
4 Factors That Determine Your Ideal Raise
Adjust your target raise percentage based on these 4 factors for a realistic and defensible ask.
Setting a Raise Target: Real Scenario
Meera earns ₹10,00,000 per year as a Product Manager. Market data shows the 50th percentile for her role is ₹12,00,000. She has a strong performance rating (4 out of 5) and has not received a raise in 14 months.
₹12,00,000 (market) − ₹10,00,000 (current) = ₹2,00,000 gap. Base target = 20%.
Above-average rating justifies asking at the upper end of the market range. Adjusted target = 22–25%.
Meera asks for ₹12,00,000 (minimum) to ₹12,50,000 (stretch). Employer settles at ₹12,20,000 — a 22% raise.
What to Say When Asking for a Raise
There are 3 conversation openers for different raise scenarios. Each script starts with value, presents data, and ends with a specific ask.
Frequently Asked Questions
No, a 20% raise is reasonable for promotions, job switches, or market corrections where you are significantly underpaid. For standard annual appraisals without role changes, 10–15% is the typical ceiling.
Avoid revealing your current salary; instead, share your target range based on market research. Say: "I'm targeting ₹X–Y based on market data for this role and my experience level."
Freshers completing their first year should ask for 10–15% if performance is strong. The first-year raise is critical because it sets the compounding base for all future increments.
Request a meeting first, then follow up with an email summarizing your achievements and market data. Email subject: "Discussion: Compensation Review for [Your Name]". Include specific metrics, market benchmarks, and your target range.
During a raise freeze, negotiate non-salary benefits: additional PTO, remote work flexibility, learning budgets, or a written commitment for a priority raise when the freeze lifts. Get the commitment documented in writing.