How to Negotiate Your Promotion Salary: A Guide to Getting a Salary Increase

The typical salary increase for a promotion ranges from 3% to 10% at most companies. But that number often has room to move. When you're negotiating a promotion salary, you have more flexibility than you might think. The company has already decided you're valuable enough to promote. They don't want to start over with someone else.

Here's the thing about promotions often being underpaid: companies know your current salary. They know what you'll accept. Without negotiation, they'll offer the minimum they think you'll take. That's not because they're trying to cheat you. That's just how budgets work. If you want a significant salary bump, you need to ask for it. A career coach would tell you the same thing.

Before you try to negotiate, you need salary information. What's the salary range for your role in the job market? Sites like Glassdoor can help you benchmark what similar roles pay at other companies. Talk to colleagues if you can. Get market data on what the typical salary looks like for your new position.

Don't just look at base salary. Consider the full compensation package: stock options, bonuses, paid time off, and other benefits. Understanding market value gives you the confidence to make your case and negotiate salary effectively.

The gender pay gap is real, and internal salary structures often perpetuate it. Women and minorities should be especially prepared to negotiate because starting salary differences compound over time. If you pursue the promotion without negotiating, you might lock in a lower salary for years to come.

First, set up a meeting specifically to discuss the promotion and salary conversation. Don't try to negotiate in a hallway or during a busy moment. You want time to discuss this properly and keep the conversation focused.

When you're negotiating, lead with gratitude. Say something like: "Thank you for this opportunity. I'm excited about the new role. Before I accept, I'd like to discuss the salary." This shows you're serious about the position while making clear you expect a real salary discussion.

Then present your research. Mention that you've looked at the salary range for your role at comparable companies. Reference sites like Glassdoor or industry benchmark data. Explain that based on your current situation and the market value for this new position, you were hoping for a higher salary than the first offer.

Be specific with your ask. Don't say "I want more money." Say "Based on my research, I believe a salary of [specific number] would be appropriate for this role." Giving a specific number makes the negotiation concrete.

Here's what changes everything: when you have a strong personal brand, you negotiate from a position of strength. If you're known in your industry—through speaking, writing, or building a following—your company knows you have options.

A developer with a technical blog, conference talks, or a LinkedIn following has leverage that goes beyond their current role. Companies pay more to retain visible talent because losing you means losing someone who enhances their reputation.

Building your personal brand before you need it is the best long-term salary strategy. When promotion time comes, you won't just be asking for more money—you'll be demonstrating that you're worth it by showing what the market values about you.

Your manager might say the company can't budge on salary. That's rarely completely true. If they won't budge, ask what would need to happen to get a raise later. Can you ask for a timeline for a salary review in six months? Would they be able to offer a signing bonus instead?

Don't threaten to quit or look for a new job during the negotiation. That's a card you play only if you're actually prepared to leave. Instead, focus on your value and impact on the company. Make your case based on what you bring to the table, not what you need.

If the budget truly won't allow a bigger salary raise, negotiate other things. Ask for extra PTO, flexible work arrangements, professional development budget, or stock options. These have real value and might be easier for the company to offer than cash.

Sometimes the answer is no. The pay structure might genuinely be fixed. Budget constraints might be real. If you've successfully negotiated everything you can and still aren't happy, you have decisions to make.

Accept the promotion anyway if the new salary and role still advance your career. Sometimes getting promoted to a higher job title positions you better for your next move, even if the pay isn't ideal. But if the offer is genuinely unfair, it's okay to update your resume and explore the job market. Getting the pay you deserve might mean getting a job offer elsewhere.

Before walking away, ask for back pay if you've already been doing the job. Some companies will give you a raise retroactive to when you started the new duties. It's worth asking.

What is a typical salary increase for a promotion?

Most companies offer 3-10%, but you can often negotiate higher. Research the average salary for your new role and use that data to justify your ask. Learn how to negotiate by benchmarking your current role against similar roles in the job market.

Is a 20% raise for a promotion reasonable?

It can be, especially if you're currently underpaid or if the new position has significantly more responsibilities. If your current salary is below market value and the new salary should reflect a bigger jump, 20% isn't unreasonable. Base your request on market data, not arbitrary percentages.

What is the #1 rule of salary negotiation?

Never accept the first offer without asking if there's flexibility. Companies expect negotiation. They've usually budgeted for it. By accepting immediately, you leave money on the table.

Is a 20% counter offer too much?

Not if your research supports it. If you can show that the internal promotion salary is below what external candidates would get for the same role, a 20% counter makes sense. The best negotiation outcomes come from data, not guesses.