How should I respond when asked to support my requested raise?

Being asked to justify the number you put on the table can feel tense, but it is a normal part of a salary discussion. Your manager is usually trying to understand how your request fits company budgets, internal pay ranges, and the value of your role—not to put you on the spot personally. Treat the question as an invitation to make your case clear and concrete.

Lead with outcomes, not feelings. Briefly restate the amount you are requesting, then connect it to two or three specific contributions: projects you owned, problems you solved, revenue or cost impact, process improvements, expanded scope, or new skills you now use regularly. Where you can, use numbers, timelines, or before-and-after comparisons so the justification is easy to evaluate. If your responsibilities have grown beyond the original job description, say so plainly and describe the extra work in terms of time, complexity, or accountability.

Ground the dollar amount in evidence rather than a single “standard” raise percentage. Public wage data from the U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics program covers hundreds of occupations and reports means and percentiles (for example, the 10th through 90th) by location and industry. BLS guidance also notes that these figures can help you see how your pay compares with national, regional, or industry patterns. If your employer posts pay ranges for roles, or if your state requires salary-range disclosure for certain postings, those ranges can further show whether your request sits inside a documented band. Avoid inventing a universal “typical raise” percentage; planned pay budgets and individual increases vary widely by employer, performance systems, and local market conditions, so focus on your role, results, and comparable data instead.

Keep the tone collaborative. Offer a short written summary of your points if that helps the conversation, and ask what criteria or process the company uses for merit adjustments or equity reviews. If the answer is not a full yes, ask what would need to change—and on what timeline—to reopen the discussion. That keeps the dialogue practical and gives both of you a clear next step.