Asking for a raise is one of the most impactful career moves you can make — yet most people avoid it entirely. Research shows that employees who negotiate their salary earn significantly more over their careers than those who do not. The difference can amount to hundreds of thousands of dollars over a lifetime. This guide gives you a proven, step-by-step framework for negotiating a raise in 2026, whether you are a junior employee or a seasoned executive.
If you are negotiating salary for a new position rather than your current role, check out our salary negotiation guide for job offers.
When to ask for a raise
Timing is everything. The best moment to ask for a raise is when you have maximum leverage and your manager is most receptive.
Best times to ask
- Annual performance review — The most natural and expected moment for salary discussions. In Denmark, this is the lønsamtale, typically held January-March
- After a major achievement — Completed a big project, landed a key client, exceeded targets, or solved a critical problem
- When you have taken on new responsibilities — Your role has expanded significantly beyond your original job description
- After a strong company quarter — When the business is performing well, budgets are more flexible
- When you receive a competing offer — External validation of your market value (use carefully)
Times to avoid
- During layoffs, restructuring, or budget freezes
- When your manager is under heavy stress or facing personal issues
- Immediately after a mistake or poor performance period
- Monday mornings or Friday afternoons — choose mid-week, mid-morning
Preparation: The key to success
The negotiation is won or lost in the preparation. Never walk into a salary conversation without having done thorough homework.
Step 1: Research your market value
Use multiple sources to determine what people in your role, industry, and region are earning:
- Glassdoor / LinkedIn Salary Insights — Global salary benchmarks
- Jobindex Lønstatistik — Danish market data by industry and role
- Industry salary surveys — Published by unions (IDA, DJØF, HK) and recruiters (Hays, Robert Half)
- Your professional network — Trusted colleagues may share salary ranges
For Danish salary data across industries, see our average salary guide.
Step 2: Document your achievements
Build a compelling case by listing your contributions since your last salary review. Focus on measurable impact:
- Revenue generated or costs saved (with specific numbers)
- Projects delivered on time and within budget
- New clients won or existing clients retained
- Team members mentored or processes improved
- Problems solved that would otherwise have cost the company money
- Additional responsibilities you have taken on
Step 3: Set your target and walkaway
Define three numbers before the conversation:
- Your ideal raise — The best realistic outcome (ask for this)
- Your expected raise — The outcome you would be satisfied with
- Your minimum — The lowest acceptable increase (below this, explore alternatives or other options)
Typical raise percentages by industry
Understanding what is normal in your industry helps you set realistic expectations and avoid asking for too little or too much.
| Industry | Typical annual raise | Promotion raise | Market adjustment |
|---|---|---|---|
| Technology / IT | 4-8% | 10-20% | 5-15% |
| Finance / Banking | 3-7% | 10-25% | 5-12% |
| Healthcare | 2-5% | 8-15% | 3-8% |
| Engineering | 3-6% | 10-18% | 5-12% |
| Marketing / Communications | 3-6% | 8-15% | 4-10% |
| Education | 2-4% | 5-12% | 2-6% |
| Retail / Hospitality | 2-4% | 5-10% | 3-7% |
| Construction / Trades | 3-5% | 8-15% | 4-10% |
Note: In Denmark, wage increases negotiated through collective agreements (overenskomst) typically add 2-3% per year across the board. Individual negotiations on top of this can add another 1-5% for strong performers.
Looking for a bigger jump? Explore new opportunities
If your current employer cannot match your market value, our AI tool helps you craft standout applications for better-paying roles.
Try free nowNegotiation techniques that work
The conversation itself requires confidence, preparation, and the right approach. Here are proven techniques used by negotiation experts.
1. Open with your value, not your request
Start by summarising your key contributions. Let your manager see the value before you state the number. Example: "Over the past year, I have delivered the X project on time, brought in Y new clients, and mentored two junior team members. I would like to discuss how my compensation can reflect this level of contribution."
2. Use specific numbers
Saying "I would like a raise" is weak. Saying "I would like to adjust my salary to DKK 48,000 per month, which reflects the market rate for my role and the expanded responsibilities I have taken on" is powerful. Specific numbers are anchors — they set the frame for negotiation.
3. The silence technique
After stating your request, stop talking. Do not fill the silence. Many people undermine themselves by immediately qualifying or lowering their ask. Let your manager respond. Silence signals confidence and gives them space to process.
4. Use the "collaborative frame"
Position the negotiation as a partnership, not a confrontation. "I want to make sure we find a solution that works for both of us" or "How can we bridge the gap between where I am and where the market is?" This makes your manager an ally, not an adversary.
5. Have a plan B ready
If a salary increase is not possible right now, be ready with alternatives: "If a salary increase is not feasible this quarter, could we discuss additional holiday days, a professional development budget, or a formal review in three months with agreed targets?"
What if the answer is no?
A "no" is not the end — it is the beginning of a different negotiation. How you respond matters more than the rejection itself.
Immediate responses
- Stay professional — Never react emotionally or make threats
- Ask for the reason — Is it budget, timing, performance, or company policy?
- Ask "What would it take?" — Get specific, measurable criteria for a future raise
- Request a written plan — Agree on goals and a timeline for the next review (3-6 months)
Alternative benefits to negotiate
| Benefit | Estimated annual value | Difficulty to approve |
|---|---|---|
| Extra holiday days (3-5 days) | DKK 10,000-30,000+ | Medium |
| Remote/flexible work (2-3 days/week) | DKK 15,000-30,000 (saved commute) | Low-Medium |
| Professional development budget | DKK 10,000-30,000 | Low |
| Better job title | Increases future market value | Low |
| Performance bonus (one-time) | DKK 10,000-50,000 | Medium |
| Increased pension contribution | DKK 10,000-25,000 | Medium-High |
| Health insurance upgrade | DKK 3,000-10,000 | Low |
For more salary insight, see our salary transparency guide.
Common mistakes to avoid
- Not asking at all — The biggest mistake. Most employers expect negotiation
- Using personal reasons — "I need more money because my rent went up" is not compelling. Focus on your value to the company
- Comparing to colleagues — "Sarah earns more than me" creates conflict. Use market data instead
- Giving ultimatums — "Give me a raise or I leave" burns bridges. Keep the tone collaborative
- Not having data — Feelings are not evidence. Come with market research and documented achievements
- Accepting the first offer — If they counter with less than you asked, negotiate. The first offer is rarely the final one
- Negotiating over email — Have the conversation in person or via video call. Written negotiations lose nuance and body language
Frequently asked questions
When is the best time to ask for a raise?
The best time is during your annual performance review, after a major achievement, when you have taken on new responsibilities, or after a strong company quarter. In Denmark, the annual lønsamtale typically happens January-March. Schedule a dedicated meeting and give your manager at least a week's notice.
How much of a raise should I ask for?
A typical annual raise for strong performance is 3-7%. For a promotion or significant role expansion, 10-20% is reasonable. If you are significantly underpaid relative to market, presenting data showing a 15-25% gap is justified. Always research market rates first and ask for slightly more than your target to leave negotiation room.
What should I do if my boss says no to a raise?
Stay professional, ask for the specific reasons, and request a written development plan with measurable goals that will justify a raise in 3-6 months. Explore alternative benefits: extra holiday, flexible working, development budget, better title, or a one-time bonus. If the company consistently cannot match your market value, consider external opportunities.
Should I mention a competing job offer during salary negotiation?
Only if the offer is genuine and you are willing to leave. Frame it positively: express your preference to stay while noting that your market value has been validated externally. Never use it as a bluff — it can backfire and damage trust if your employer calls your bluff.
What alternative benefits can I negotiate besides salary?
Extra holiday days, remote working, professional development budget, better job title, performance bonus, increased pension contribution, health insurance, and a formal salary review in 3-6 months. These can be worth thousands annually and are often easier for employers to approve than base salary increases.
Conclusion
Negotiating a raise is a skill, not a talent — and like any skill, it improves with practice and preparation. The most important step is simply to ask. Research shows that the majority of employees who negotiate receive at least some increase, yet most never try.
Prepare thoroughly with market data and documented achievements, choose your timing carefully, lead with your value, state a specific number, and use silence as your ally. If the answer is no today, negotiate a path to yes tomorrow. Your salary is the single most important financial variable in your career — invest the time to get it right.