Asking for a pay rise is tricky. You have to choose your words carefully, or risk ruining your chances of that extra cash. Come on too strong, and you could appear to be self-aggrandising, but if you don’t advocate for yourself, that pay check will remain the same. Preparing what to say usually involves gathering evidence of your hard work and achievements. But experts say there is one phrase that you should keep firmly out of the room, as it completely undermines your request.
The phrase in question? ‘I’ve been working here for [insert number] years.’
Why Tenure Is Not a Strong Case
‘Tenure is often the first thing people reach for, and it’s understandable, but it’s not the strongest case you can make,’ Lucy Kemp, employee experience expert at La Fosse Recruitment, tells Metro. ‘Businesses today reward impact, rather than length of service, so the best approach is to focus on what you’ve delivered and the impact you’ve made,’ she explains. Adding, ‘Your loyalty still matters, but your results are what will move the conversation forward.’
This is a sentiment Henry Clarkson, Lead Talent Acquisition Director at Distinct Recruitment, agrees with. ‘Length of service alone isn’t leverage for a pay rise, especially when most companies already adjust for tenure and inflation through standard annual reviews,’ he tells Metro. ‘To earn a genuine salary increase, employers want to see how you’ve grown your responsibilities or helped drive the business forward. Asking for more money just for turning up and doing your contracted hours misses the point.’
What to Say Instead
Lucy shares her top five tips for negotiating a rise in an interview.
Over the past year, I’ve delivered X, which has led to Y. ‘This puts your impact front and centre,’ she says. ‘Managers need evidence they can take to whoever signs off on pay, so give them the numbers or outcomes that make their job easy. That gives your manager something concrete to take forward and shows you understand your own value.’
My role has grown since I joined, and I’d like my pay to reflect that. Lucy explains: ‘If you’ve taken on more responsibility, managed people or picked up new projects outside of your original remit, say so. It shows you’re talking about the job as it is now, and how you’ve grown, not the position you were hired for.’
I’ve looked at what similar roles are paying in the market. It’s important to do some research, looking into other companies, similar roles to yours, and what their salary ranges are. Lucy says: ‘Doing your research shows you’re being realistic and commercial. It turns the conversation from a personal request into a fair benchmark.’
What would I need to achieve to get to the next level? No matter how much you think you deserve a higher salary, sometimes, you’re never going to be given the answer you want — at least not immediately. But this phrase is a way to ensure you and your manager can revisit the conversation. ‘If the answer isn’t yes straight away, this question keeps the door open,’ says Lucy. ‘It shows ambition, and gives you a clear plan to come back to in three or six months.’
I’m committed to growing here, and I’d like to talk about how my pay can grow with me. No matter how undervalued you feel, moaning at your manager isn’t going to help your case. ‘A phrase like this frames the conversation positively,’ says Lucy. ‘It also reassures your manager you’re invested, without it sounding like a threat to leave.’
Other Topics to Avoid
Lucy and Henry highlight other topics that are useless in a salary negotiation.
What your colleagues are receiving. ‘Expecting a rise just because someone on your team got one ignores what might be happening behind the scenes; they could have taken on extra responsibilities or consistently overdelivered. Your compensation comes down to your own track record and business impact,’ Henry explains.
Personal finances. ‘Living costs are a real pressure for a lot of people right now, and no good manager will dismiss that. But a pay conversation works best when it’s anchored in your role rather than your personal circumstances. If things are tough at home, it’s worth raising separately, as there may be support available,’ Lucy adds.
Ultimately, salary negotiations aren’t about time served — they’re about value delivered. Ditch the tenure card, focus on your results, and approach the meeting as a collaborative discussion about your future growth. Give your employer a clear, undeniable reason to invest in you and transform a potentially awkward negotiation into a compelling business case for your future.
