UK Pay Rise · Recruiter Guide
How to Ask for a Pay Rise After Taking on More Work
When this conversation works
Most successful when you've absorbed scope from a departed colleague, taken on a new function the team needed, or stepped into manager-level work without the title. The strongest case is built when the expansion happened 6-12 months ago and you can demonstrate sustained delivery at the new level. Recent expansion (under 90 days) is usually too early — managers want to see you can sustain it.
When to wait
If the additional work is part of normal role evolution (gradual scope creep without specific events), the case is weaker. If the company is restructuring and consolidating roles, your expanded scope might be the new normal across the org. If you've already negotiated for the expansion (e.g., agreed to take it on without compensation), revisiting within 12 months is harder.
Recruiter-tested script
"Over the last [timeframe] my role has expanded materially. Specifically, I've taken on [list 2-3 expanded responsibilities — usually from a departure, a new function, or manager-shaped work]. I've been performing at the new scope for [duration] and the team is functioning well. The current pay is calibrated to the original scope; with [40%/50%/60%+] more responsibility, I'd like to discuss either a pay adjustment to reflect the expanded role or a formal title change with corresponding pay band shift."
Adapt the variables [X], [Y], [specific outcomes] to your situation. Practise out loud before the call.
Preparation steps
- 1 Document specifically what's been added to your role and when
- 2 Quantify the additional value — revenue, retention, scope, headcount affected
- 3 Calculate the expansion as a percentage of original role (30%+ usually warrants conversation)
- 4 Identify which level/band the new scope corresponds to
- 5 Frame as scope-pay alignment, not 'more work deserves more pay'
Common mistakes
- ✗Vague 'I'm doing more' framing without specifics
- ✗Listing tasks that are normal role evolution
- ✗Not connecting the expansion to a specific level or band
- ✗Asking before you've sustained the new scope for 6+ months
- ✗Resentment-tinged framing — flags emotional rather than commercial conversation
Recruiter pro tip
The strongest framing is band-misalignment: 'My current pay is for [original level]; I'm operating at [next level]. The pay should match the level.' That's a structural argument, not a personal one. Managers respond better because it sounds like correcting a misalignment rather than asking for a favour. The conversation feels different and the outcomes are different.
Realistic outcome
Realistic outcome: 10-25% pay adjustment if scope has genuinely expanded and you've sustained the new level for 6+ months. Smaller adjustments (5-10%) for partial expansions. Sometimes resolved via formal promotion to the next level rather than a pay adjustment within current level.
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