Most Canadians leave money on the table because they don’t ask. The ones who get raises consistently aren’t necessarily the best performers — they’re the ones who prepare, ask directly, and understand how the conversation works.
Build Your Case Before You Ask
A raise request without evidence is just a preference. Build a document — call it your “impact file” — that captures:
- Specific accomplishments since your last salary review (with numbers where possible)
- Responsibilities you’ve taken on beyond your original role
- Market rate data for your role and experience level
- Skills and certifications you’ve added
For market data, use Glassdoor, LinkedIn Salary, Payscale, and Job Bank Canada (the federal government’s salary database at jobbank.gc.ca). Know whether you’re above, at, or below market before you walk in.
Choose the Right Time
Timing matters more than most people realize:
- Best time: After a visible win — a project completion, positive client feedback, or a strong performance review
- Good time: Annual review cycle, or when budget planning is happening (typically fall in most Canadian organizations)
- Avoid: When the company is in a restructuring, when your manager is under visible stress, at the end of a fiscal quarter when budgets are being evaluated
The Conversation: What to Actually Say
Request a dedicated meeting rather than raising it casually. When you sit down:
“I’d like to talk about my compensation. I’ve been reviewing my contributions over the past [period] and looking at market data for my role, and I think there’s a case for adjusting my salary. Based on what I’ve seen — and what I’ve contributed — I’d like to discuss moving to [specific number].”
Key principles:
- Name a specific number. “More money” is not a number. “I’d like to move to $78,000” is.
- Lead with your value, not your needs. Your rent increasing is not your employer’s problem.
- Be direct. Beating around the subject signals you don’t believe your own case.
If They Say No
A no is often a “not right now” or a “not that much.” Ask:
- “What would need to be true for this to be a yes at the next review?”
- “Can we revisit this in six months? What specifically should I achieve?”
Get their criteria in writing or follow up with an email summarizing the conversation. This protects you and creates accountability.
If you’ve been underpaid for a long time and your employer won’t move, the most effective raise is often an offer from another company. Canadian employers tend to respond faster to retention situations than to internal salary requests. Know your market value, and use it.
