Key takeaways:
Make a note of specific achievements and additional responsibilities so that you can present a convincing case during the meetingBefore the meeting, check what your role is currently paid in the marketGo into the meeting with a clear salary expectation and know how much flexibility you haveBase your arguments on your professional development, not on personal expenses or the rising cost of livingIf the answer is ‘no’, ask for the reasons, for specific next steps and for a new meeting date
Unfortunately, pay rises rarely happen automatically. If you want to secure a pay rise, you need strong arguments, a feel for the right moment and a realistic idea of what’s achievable.
Not everyone feels comfortable asking their employer for a pay rise, so many people delay having the conversation. After all, if the scope of your role has expanded, if you have acquired new qualifications or have simply been doing a good job over a prolonged period, you have solid grounds for a discussion about your remuneration.
To ensure this amounts to more than just asking for ‘a bit more pay’, you should prepare thoroughly. How much more pay can you actually ask for? Which arguments are most convincing? When is a good time to bring it up, and how should you approach the conversation? Find out more in the following article.
What is a reasonable pay rise to ask for?
A pay rise of 3 to 5% may be realistic if you have performed particularly well or have taken on significantly more responsibility. However, average salary increases in Switzerland tend to be lower, and the appropriate figure will depend on your role, industry and individual circumstances.
How much more pay you can actually ask for also depends on how your current pay compares with others and how much your role has changed since your last pay review.
To assess this, find out what your role is worth on the market. The Robert Half Salary Calculator provides salaries by role in Switzerland. It is important to note that the salaries listed are starting salaries for someone changing jobs. They do not reflect the typical annual pay rise.
If you are currently earning significantly less than the market rate, this can be an additional argument in your favour. However, you should not rely on this alone. What matters just as much is how your role has evolved and the value you bring to the company today.
What arguments are there in favour of a pay rise?
Good arguments aren’t plucked out of thin air; they can be backed up by evidence. Consider whether you have taken on any additional tasks, and if so, which ones, and where you now have greater responsibility. Results that can clearly be attributed to your efforts also speak in your favour. This is how you turn a general request into a well-founded justification.
Perhaps you have also acquired additional specialist knowledge in the meantime. This can also carry weight, as the Robert Half Salary Guide suggests. According to the 2027 Salary Guide, 45% of hiring managers are offering salaries above their planned range to secure top candidates, with 58% citing specialised skills as a reason.
You may have a strong case for a pay rise if:
You have been assigned additional tasks or have taken on a wider scope of responsibility.You can demonstrate specific achievements or improvements.You have acquired relevant specialist knowledge or gained new qualifications.You are taking on leadership responsibilities for the first time, or your responsibilities have increased significantly.
You don’t need to prepare an exhaustive list of everything you have achieved. Two or three strong examples are more convincing than a list of what you do every day anyway.
What arguments should I avoid when asking for a pay rise?
Not every reasonable argument will help you in a pay negotiation. A higher rent, increased energy costs or major purchases that need to be financed can weigh on your mind. But personal expenses are not a valid argument for a pay rise. Your employer is primarily interested in how your contribution to the company has changed.
It is generally better not to base your case on what your colleagues earn. Even for similar roles, it’s not unusual for remuneration to differ; for example, due to differences in experience, duties or responsibilities. It’s better to compare your pay with the market and, above all, to focus on how your own role has developed.
Any dissatisfaction with your job is also irrelevant to this line of argument. If you are unhappy with your workload, your duties or the way you work with colleagues, this should be raised as a separate issue. Especially as a pay rise does not usually resolve such problems.
Is inflation a good argument for a pay rise?
It is understandable to see rising prices as a reason to discuss your own pay, but this should not be the main argument. A pay claim is more convincing if you can demonstrate how your company benefits from you and your work – through your performance, experience, additional tasks or increased responsibilities.
When is the right time to ask for a pay rise?
You will usually have the best sense of when the time is right. A good opportunity always arises when there is a specific reason for it. However, you do not need to wait for the ‘perfect moment’. If your role is significantly greater today than it was at the time of your last pay review, that is already a valid reason to raise the issue.
Typical occasions include, for example:
You are taking on additional or more demanding tasks.You have taken on more responsibility, for example for a project, a budget or a team.You have achieved an important goal or successfully completed a major project.An employee appraisal or annual review is due.Your last pay rise was some time ago and your role has evolved since then.
However, when it comes to timing, it’s not just your own situation that matters. If the company needs to cut costs at the moment, it may be advisable to postpone the discussion until later.
How often can I ask for a pay rise?
There is no set schedule. It makes sense to have a discussion particularly if something has actually changed since your last pay review, whether in your duties, your responsibilities or your performance.
If your last pay rise was only a few months ago, there should be new reasons to justify a rise since then. Simply because another year has passed does not in itself constitute a convincing argument for a pay rise.
How do I prepare for a pay negotiation?
Form a clear idea of what you want to achieve: how much do you want to earn in the future, and which two or three points best support your case? Also, decide beforehand what your ideal salary is and the lowest figure you would accept.
You shouldn’t wait until the evening before the meeting to compile the points in your favour. This is because people often forget achievements that took place several months ago. You should therefore make a note straight away whenever you have completed a project, taken on additional tasks or received particularly positive feedback.
Before you go into the meeting, you should be able to answer the following questions for yourself:
Which achievements or results do I definitely want to mention?What is the current market rate for my position?What salary am I aiming for?How far am I prepared to deviate from this figure?What objections might my employer raise?
If you’re unsure, run through the conversation in your head beforehand, but without memorising individual sentences. You should simply know how to present your arguments to back up your request.
How do I bring up a pay rise?
Get to the point fairly quickly. The person you’re talking to should know that you want to discuss your pay – without you stating your specific figure straight away.
You could start with something like this:
“I would like to talk to you about my pay. My responsibilities have expanded significantly recently, and I don’t think my pay is quite in line with that anymore.”
Or, to put it more directly:
“I have taken on considerably more responsibility over the past few months and would therefore like to discuss a pay rise with you.”
During the meeting itself, state your desired salary and briefly explain why. You should avoid phrases such as ‘I just wanted to ask…’ or ‘Would a bit more perhaps be possible?’. These sound too non-committal and unnecessarily undermine your own position.
A discussion about a pay rise is always a negotiation. You should therefore expect your employer to probe further or raise objections. You don’t need to have a perfect answer to everything straight away, but you should know your key arguments and be able to present a clear, objective case as to why you consider your request to be reasonable.
What can I do if my pay rise is turned down?
A rejection is, first and foremost, a snapshot of the current situation. It is important that you understand the reason and find out what would need to change to make a pay rise possible at a later date.
Perhaps the company doesn’t have the budget at the moment. Perhaps your manager has a different view of your development. Or, from your employer’s point of view, your request doesn’t yet fit with your current role. You should therefore ask for as much detail as possible, rather than simply accepting a ‘no’.
If there really is nothing that can be done about your salary for the time being, other benefits may also be worth considering. According to our latest Salary Guide, employers are evolving perks and benefits offerings to address for example employee well-being.
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If your pay consistently falls short of your expectations, changing jobs may be an option. We would be happy to help you find suitable roles and prepare for the next step in your career.
