Pay rise 2026: how to ask for and tips to negotiate a pay rise before the tax year starts - best time to ask
Early spring is prime time for salary talks, as employers finalise budgets 💼
- The new tax year begins on April 6, 2026, making now a strategic time to ask for a pay rise
- Many employers are setting budgets and reviewing salaries ahead of the new financial year
- Workers should prepare by researching market rates and gathering evidence of achievements
- But even if the answer is no, agreeing clear targets can boost future pay prospects
With the new tax year just over a month away on Monday, April 6, 2026, many workers will be checking their payslips and thinking about money.
From changes to income tax thresholds to annual budget planning, early spring is often when employers review costs and set financial priorities for the year ahead. That makes now a smart time to consider asking for a pay rise.
A pay rise conversation can feel daunting. But handled professionally, it’s simply part of managing your career and ensuring your pay reflects your value.
By preparing a clear, evidence-based case and choosing your timing carefully, you give yourself the best chance of securing a higher salary.
Here’s why the run-up to the new tax year can work in your favour, and how to approach the conversation confidently and professionally.
Why now is a good time to ask
For many organisations, April marks the start of a new financial year. That means departmental budgets, staffing plans and salary bands are being reviewed or finalised right now. If you wait until later in the year, there may be less flexibility left in the pot.
Annual appraisals also frequently take place at the end of the financial year. If you have a review coming up, it provides a natural opportunity to talk about pay in the context of performance and future goals.
The cost-of-living conversation is still relevant, and although inflation has eased from recent peaks, many households still feel squeezed. If your workload or responsibilities have increased without a matching pay bump, you have a reasonable basis to open discussions.
And bear in mind that the new National Living Wage and National Minimum Wage rates take effect from April 1 each year. Even if you earn well above the legal minimum, these increases can prompt wider pay reviews across businesses to maintain pay differentials.
How to prepare before asking
Walking into your manager’s office and simply saying “I’d like a pay rise” is unlikely to be effective. Preparation is key.
Find out what people in similar roles earn in your area and sector. Use job listings, recruitment reports and salary comparison sites. If you can demonstrate that your pay is below market rate, your case becomes stronger.
Write down specific examples of the value you’ve added over the past year. This might include exceeding targets, taking on extra responsibilities, saving the company money, bringing in new clients, or improving processes.
Be concrete. “I work hard” is vague. “I increased sales by 15% in six months” is powerful.
Numbers carry weight. If you can show how your work has generated revenue, reduced costs or improved efficiency, it reframes your pay rise as an investment rather than an expense.
Don’t go in without a clear ask. Decide what salary you’re aiming for and ensure it’s reasonable based on your research. It can help to aim slightly higher than your minimum acceptable figure to allow room for negotiation.
How to have the conversation
Request a formal meeting rather than raising it casually. Avoid times when your manager is under pressure or when the company has just announced poor results.
You could say: “I’d like to schedule some time to discuss my performance and future development, including my salary.”
During the meeting, start by expressing appreciation for your role and opportunities. Present your achievements and market research clearly, and state your desired salary calmly and directly.
For example: “Given the additional responsibilities I’ve taken on and the results I’ve delivered, I’d like to discuss increasing my salary to £X.”
Avoid emotional arguments or personal financial pressures. Employers respond better to business cases than to statements about rising bills.
Your manager may say budgets are tight or that pay reviews happen later in the year. If so, ask constructive, conversational questions like:
- What would I need to achieve to secure a raise?
- Can we agree a timeline to revisit this discussion?
- Are there alternative benefits available, such as bonuses, flexible working or additional holiday?
What if the answer is no?
A refusal doesn’t have to be the end. Ask for clear, measurable objectives that would justify a pay rise in future and set a date to review progress.
If you consistently receive no progression despite strong performance and market evidence, it may be a sign to explore opportunities elsewhere. Sometimes the biggest pay rises come from moving jobs rather than staying put.
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