How to Negotiate Pay When You’re Promoted Internally
Congratulations, you got the promotion. Now comes a step many people skip: negotiating the pay. Internal promotions often come with a standard percentage increase, which can leave you paid below what an outside hire would get for the same role. You can usually negotiate, politely and with data.
- Ask for the pay range for the new role before you accept.
- Compare with market pay for the new title, not your old one.
- If salary is fixed, negotiate timing, title, a review date or other terms.
1. Ask for the range
Many states and cities now require employers to share pay ranges in job postings or on request (see pay transparency laws). Even where it isn’t required, it’s reasonable to ask HR or your manager, “What’s the pay range for this role?”
2. Research the new role’s market pay
Use public data and job postings for the new title (see benchmark your salary with BLS data). Your new pay should reflect the job you’re stepping into, not a percentage of what you made before.
3. Make your case
- You already know the business, the team and the systems, so you’ll be productive faster than an outside hire.
- List accomplishments that show you’re ready (see how to ask for a promotion).
- Point to the responsibilities you’ll take on: people managed, budget, scope.
4. What to say
5. If the salary is fixed
- Ask for a pay review in six months instead of a year.
- Ask for a one-time promotion bonus (see bonus vs. raise).
- Ask for training, a better title or extra PTO.
- Get any promise in writing.
6. Watch overtime status
Moving from an hourly role to a salaried “exempt” role can mean losing overtime pay. Compare your total pay, including past overtime, before you accept (see overtime pay rules).
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