Calculator
How much have you exceeded expectations this year?
How much more are other companies paying for your role?
Recommended Increase
10.2%
+$9,180 / year
This is a significant increase. You'll need strong data on your high performance and clear evidence of being under-market to justify this.
Prepared cases should focus on value, not just inflation.
Asking for a pay rise is one of the most stressful yet rewarding conversations you can have in your professional life. In Australia, salary reviews are often tied to the end of the financial year or annual performance cycles, but a well-justified request can be made at any time if your value to the company has increased significantly. A successful raise request isn't just about 'wanting more money'; it's a business proposal where you demonstrate the return on investment (ROI) you provide to your employer. With inflation affecting the cost of living and a competitive job market in many Australian sectors—from tech and healthcare to trades and professional services—staying informed about your market value is essential. This tool helps you quantify your contributions, factoring in your performance, market conditions, and time spent in the role to suggest a data-driven increase. By preparing a case based on tangible outcomes and industry benchmarks, you move the conversation from an emotional plea to a professional negotiation, significantly increasing your chances of success.
Our Raise Request Calculator uses a weighted formula to suggest an appropriate salary increase percentage. The logic is based on three core pillars commonly used by HR professionals and compensation consultants. First, the **Performance Score (40%)**: This measures your output relative to your job description. High performers who exceed KPIs are statistically eligible for higher increases. Second, the **Market Premium (40%)**: This factors in the 'scarcity' of your skills and how your current salary compares to industry averages (like those found in Hays or Robert Half salary guides). If you are 'under-market', a larger jump is justified to retain you. Third, **Tenure & Responsibility (20%)**: This accounts for the 'institutional knowledge' you've gained and any additional duties you've absorbed that weren't in your original contract. The final recommendation also respects Australian economic norms; typically, a cost-of-living adjustment is 3-4%, a performance raise is 5-10%, and a significant market correction or promotion-level increase can reach 15-20%. The formula caps suggestions at 25% to ensure they remain within the realm of realistic negotiation for a single request cycle.
The best time to ask for a raise is immediately after a 'big win'—completing a major project, landing a new client, or receiving praise from a senior stakeholder. Don't wait for your annual review if you've just delivered exceptional value; the momentum of your success is your strongest leverage.
In negotiation theory, this is known as your BATNA (Best Alternative to a Negotiated Agreement). You don't need to threaten to quit, but knowing you have other job offers or have been approached by recruiters gives you an internal confidence that employers can sense. It changes the dynamic from 'please' to 'let's find a way to keep me here'.
While your raise is earned by past performance, it is paid for by your future potential. When presenting your case, spend 30% of the time on what you've done and 70% on the value you plan to deliver in the next 12 months with your increased responsibilities.
Throughout the year, save every positive email, client testimonial, and project success in a dedicated folder. When it's time to use this calculator and meet your manager, you'll have a mountain of evidence ready.
Never 'wing it'. Write down your opening statement, focusing on your commitment to the company and the value you've added. Practice saying the specific salary figure out loud until you can say it without hesitating.
If the answer is no due to budget constraints, don't just walk away. Ask: 'What specific milestones do I need to hit to reach this salary in 6 months?' and 'Can we agree on a review date for then?'
Mark realized he was doing the work of a Senior Dev while paid as a Mid-level. He used the calculator, which suggested a 12% increase. He presented his case with three specific projects he led. The company couldn't do 12% immediately, so they gave him 8% now and a guaranteed 4% in six months. A total win.
Priya hadn't had a raise outside of the award minimums in 3 years despite her ward having the best efficiency ratings. She used the 'Market Premium' factor to show that private clinics were paying 20% more. Her hospital approved a 'retention bonus' to bridge the gap.
Tom asked for 15% because his 'rent went up'. His manager said no. Tom used the calculator again, this time focusing on his 110% KPI achievement and the training he provided to new hires. He re-applied using the data-driven approach and secured a 10% raise and an extra week of leave.
Everything you need to know about this topic.
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