Yes, you can still ask for a raise in an ugly job market—experts reveal when (and how) to do it

But sticking around doesn’t mean wages and salaries have to stagnate. Career experts say it’s not wrong, even in a shaky economy, to ask to be paid what you’re worth. Raises aren’t even necessarily off the table at organizations that are downsizing, according to some experts.

“A lot of people think if their company has done layoffs, the likelihood of getting a raise is pretty low,” said Jamie Kohn, a senior director in the human resources practice at business research and advisory firm Gartner. “And that might be true, but the the other way to think about it is that this company has already decided to reinvest in you by keeping you on.”

When should you ask?

If you’ve taken on greater responsibilities at work and have received strong performance reviews, or if you’ve learned you’re paid substantially less than colleagues or competitors with similar levels of experience, then it may be the right time to ask for a pay adjustment.

“They know that you’re taking on more work, especially if you’ve had layoffs on your team,” Kohn continued. “At that point, it is very hard for them to lose an employee that you know they now are relying on much more.”

Another signal that it’s time to ask for an adjustment is if you’re working a second job to make ends meet or your current financial situation is causing angst that impacts job performance, said Rodney Williams, co-founder of SoLo Funds, a community finance platform.

“There’s nothing wrong with saying, ’Hey, I need to raise my financial position. I’m willing to do more,” Williams said. “I’m willing to show up earlier, I’m willing to leave later, I’m willing to help out, maybe, and do other things here.”

Some people view asking for more compensation as less risky than switching to a new job. “There is a sense of not wanting to be ‘last in, first out’ in a potential layoff situation,” said Kohn.

Know your worth

Before starting the compensation conversation, do some research on current salaries. You can find out what people with comparable experience are making in your industry by searching on websites such as Glassdoor, where people self-report salaries, or ZipRecruiter, which gathers pay data from job postings and other sources.

Three years ago, a lot of people asked for 20% pay increases because of price inflation and high employee turnover coming out of the coronavirus pandemic, Kohn said. Companies no longer are considering such big bumps.

“Right now, I think you could say that you are worth 10% more, but you’re unlikely to get a 10% pay increase if you ask for it,” she said.

Your success also depends on your recent performance reviews. “If you’ve been given additional responsibilities, if you are operating at a level that would be a promotion, those might be situations where asking for a higher amount might be worth it,” Kohn said.

Compare notes with colleagues

Many people view the topic as taboo, but telling coworkers what you make and asking if they earn more may prove instructive. Trusted coworkers with similar roles are potential sources. People who were recently hired or promoted may supply a sense of the market rate, Kohn said.

“You can say, ‘Hey, I’m trying to make sure I’m being paid equitably. Are you making over or under X dollars?’ That’s one of my favorite phrases to use, and it invites people into a healthy discussion,” Sam DeMase, a career expert with ZipRecruiter, said. “People are way more interested in talking about salary than you might think.”

You can also reach out to people who left the company, who may be more willing to compare paychecks than current colleagues, DeMase said.

Brag sheet

Keep track of your accomplishments and positive feedback on your work. Compile it into one document, which human resources professionals call a “brag sheet,” DeMase said. If you’re making your request in writing, list those accomplishments when you ask for a raise. If the request is made in a conversation, you can use the list as talking points.

Be sure to list any work or responsibilities that typically would not have been part of your job description. “Employers are wanting employees to do more with less, so we need to be documenting all of the ways in which we’re working outside of our job scope,” DeMase said.

Also take stock of the unique skills or traits you bring to the team.

“People tend to overestimate our employers’ alternatives,” said Oakbay Consulting CEO Emily Epstein, who teaches negotiation courses at Harvard University and the University of California, Berkeley. “We assume they could just hire a long line of people, but it may be that we bring specialized expertise to our roles, something that would be hard to replace.”

Timing matters

Don’t seek a raise when your boss is hungry or at the end of a long day because the answer is more likely to be no, advises Epstein, whose company offers training on communication, conflict resolution and other business skills. If they’re well-rested and feeling great, you’re more likely to succeed, she said.

Getting a raise is probably easier in booming fields, such as cybersecurity, while it could be a tough time to request one if you work in an industry that is shedding positions, Epstein said.

By the same token, waiting for the perfect time presents the risk of missing out on a chance to advocate for yourself.

“You could wait your whole life for your boss to be well-rested or to have a lot of resources,” Epstein said. “So don’t wait forever.”

Responding to “no”

If your request is denied, having made it can help set the stage for a future negotiation.

Ask your manager what makes it difficult to say yes, Epstein suggested. “Is it the precedent you’d be establishing for this position that might be hard to live up to? Is it fairness to the other people in my position? Is it, right now the company’s struggling?” She said.

Ask when you might revisit the conversation and whether you can get that timeframe in writing, DeMase said.

Laura Kreller, an executive assistant at a university in Louisiana, recently earned a master’s degree and asked for her job description to change to reflect greater responsibilities and hopefully higher pay. Her boss was kind but turned her down, citing funding constraints. Kreller said she has no regrets.

“I was proud of myself for doing it,” she said. “It’s better to know where you stand.”