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Pay Raise Calculator

Free salary increase calculator. Enter your current salary and raise percentage or dollar amount to instantly see your new salary, monthly increase, and weekly increase. Works as a pay increase calculator for both annual salary and hourly wage.

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What is a good raise percentage?

The average raise in the US is 3–5% per year, typically tied to cost-of-living adjustments. But average isn't the goal — here's how raises actually break down:

1–3%
Cost of living adjustment
Keeps pace with inflation. Effectively flat in real terms.
3–5%
Standard merit raise
Typical for solid performers. The baseline most employers offer.
5–10%
Strong performance raise
For top performers or after a promotion. Requires negotiation in most cases.
10–20%+
Significant raise or promotion
Usually tied to a title change, new responsibilities, or a competing offer.

If you have a competing offer, market data showing you're underpaid, or a track record of strong performance, you have leverage to ask for 10–20% or more. That's where negotiation — and tools like Hayven — make a real difference.

How to ask for a raise

Knowing your number is step one. Getting it is step two. Here's what actually works:

01
Know your market rate
Research what people in your role, city, and experience level are earning. If you're below market, that's your strongest argument — not your tenure.
02
Document your impact
Managers approve raises for results, not effort. Write down specific wins: revenue generated, costs saved, projects delivered. Put numbers on everything.
03
Pick the right moment
After a win, during annual review prep, or when you have a competing offer. Never right after a company-wide setback or your manager is under pressure.
04
Ask for a specific number
Don't say "I was hoping for something more." Say "Based on market data and my contributions, I'm looking for a raise to $X." Vague requests get vague answers.
05
Be ready to negotiate
They may counter lower. Know your walk-away number in advance. If they can't meet your salary ask, negotiate signing bonus, extra PTO, or remote flexibility.

Raise calculator FAQ

How do I calculate a percentage raise?
Multiply your current salary by the raise percentage divided by 100. For example, a 5% raise on a $70,000 salary is $70,000 × 0.05 = $3,500. Your new salary would be $73,500.
What is the average raise increase per year?
The average annual raise in the US is 3–5%. However, top performers and employees who negotiate typically receive 5–10%. Employees who switch jobs typically see 10–20% salary increases.
How do I calculate my hourly raise?
Use our calculator above and select "Hourly wage." Enter your current hourly rate, hours per week, and your raise percentage or dollar amount. The calculator will show your new annual equivalent salary and how much more you'll earn each week.
Is a 10% raise good?
Yes — a 10% raise is well above average and typically requires either a promotion, a competing offer, or strong negotiation. The average raise is 3–5%. If you're asking for 10%, come prepared with market data and documented performance results.
How do I negotiate a raise?
Start with market research to know what your role pays in your city. Document specific achievements with numbers. Pick a good time — after a win or during review season. Ask for a specific number and be prepared to negotiate on base salary, bonus, or other benefits.

This free salary raise calculator — also called a pay raise calculator, salary increase calculator, or pay increase calculator — helps you quickly calculate your new annual salary after any raise. Whether you received a percentage raise or a flat dollar amount, enter your current salary and raise details above to see your updated pay, monthly increase, and weekly difference. Our annual raise calculator works for both salaried employees and hourly workers.

Now negotiate it with Sarah

You know your number. Sarah will give you the exact script to ask for it — personalized to your role, company, and situation.

Personalized raise request script
Market rate benchmarking for your role
Objection handling if they push back
Counter-offer strategy
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