Raise request email after 1 year — anchored on scope, not loyalty

Last updated: May 2026 · ~6 min read · Tied to: Salary Raise Kit

Short answer

Don't ask for "a raise." Ask for an adjustment to align with current scope and market. Send a 200-word email to your manager with three concrete scope changes since you started, one external market data point, and a specific number (target a 7–10% increase as a default). Request a 15-minute conversation, not an email decision.

You're here because

It's been 12 months and your responsibilities have expanded
You've heard new hires getting more for the same role
You're afraid asking will sound disloyal
You don't want to threaten to leave just to be heard
You don't know what number is reasonable

The exact email to send

Subject: Comp check-in — quick request

Hi [MANAGER],

I'd like to schedule 15 minutes to revisit my compensation. Quick context, so the meeting is efficient:

Since I joined ~12 months ago, my scope has expanded in concrete ways:
• [Owning X — was previously owned by Y]
• [Mentoring N juniors / leading Z initiative]
• [Hitting metric M, X% above target]

Looking at [Levels.fyi / Glassdoor / Radford / industry report] for [ROLE] in [CITY/REMOTE], current market sits between $[LOW] and $[HIGH]. My current base is below that band.

I'd like to discuss adjusting the base to $[TARGET — typically +7–10%], effective [NEXT_PAY_PERIOD].

Could we book 15 minutes this week or next?

Thanks,
[YOUR_NAME]

Built for the moment a written offer or deadline lands — not casual browsing.
Written for the 24–72 hour decision window.
Designed for people who don't negotiate often.
Real workplace register — not internet bravado.

What NOT to say

"I've been loyal for a year" — loyalty isn't a comp lever, scope is.
"Cost of living is high" — same; not a business reason.
"I'll have to look elsewhere" — turns the email defensive before you've made the case.
Vague asks ("some kind of adjustment"). Always: specific number + effective date.
Sending to HR. Always your direct manager first.

An illustrative example

Illustrative example (not a customer result) · Marketing manager (12 months in)

A marketing manager hit 12 months at $82K. They wrote the email above with 3 scope items (owned the lifecycle channel, ran 2 cross-functional launches, built a recurring report used by leadership) and a Glassdoor median of $89K. Booked the 15-minute 1:1. Manager came back two weeks later: $89K base, effective the next pay period.

Why this works

12 months is a natural review checkpoint and managers expect it. Scope-anchored asks are operationally defensible — they translate cleanly into the comp committee's spreadsheet.

What to do next

Send the email today. Walk into the 1:1 with the same bullets in writing. The Salary Raise Kit includes the post-1:1 follow-up email and the "no — try again" handling email.

Before you send — quick check

Do you have your raise number tied to a market band?
Do you have 2–3 specific impact examples ready?
Do you have a follow-up date if your manager says "let me think"?

If you answered "not sure" to any of these, the Salary Raise Kit walks you through all three.

Get the full Salary Raise Kit

5 raise emails (review cycle, 12-month, post-denial) · instant PDF. The full raise sequence — ask, business case, follow-up, denial recovery — with what not to say.

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FAQ

How much should I ask for?

Default: 7–10% above current base, anchored to the role's market median. Ask for more (12–15%) only if you've taken on a level-jump amount of scope.

Should I do this in writing or in person?

Both. Email first to set the agenda; in-person for the actual decision conversation.

What if I haven't taken on more scope?

Then anchor on market data only. Bands move ~3–5%/year. "My base is below the published median for the role" is enough.