Pay and progression · 5 min read
How much more should I ask for when I change jobs?
What the data says about pay rises for job switchers, a realistic range to ask for, and how to set your number from the market, not your current pay.
The short answer
People who change jobs have consistently had faster pay growth than people who stay. In the Atlanta Fed's Wage Growth Tracker, the median job switcher's pay grew 4.7% over the year to September 2026, against 3.4% for those who stayed, and the gap is usually wider when the labour market is hot. In practice, a move to a similar role at another employer commonly comes with a 10 to 20% increase, and more if you're moving up a level or were underpaid. Don't set your number as a percentage of your current pay, though. Set it from the market rate for the new role, and use your current pay only as a floor.
Key takeaways
- Switchers' median pay growth beat stayers' by over a percentage point in September 2026 data.
- Ten to 20% is a common uplift for a like-for-like move; a step up can be more.
- Anchor on the new role's market rate, not your current salary.
- In many places, employers can't ask your salary history, so you don't have to give it.
On this pageWhat the data shows
What the data shows
| Month | Job switchers | Job stayers |
|---|---|---|
| June 2026 | 4.1% | 3.4% |
| August 2026 | 5.0% | 3.6% |
| September 2026 | 4.7% | 3.4% |
These are medians across all workers, including people moving for reasons other than pay, so the typical uplift for someone who negotiates a move is higher. The gap between switchers and stayers widens when employers compete for workers, as in 2022, and narrows when hiring slows.
Realistic ranges by type of move
| Move | Common uplift | Notes |
|---|---|---|
| Same role, same level, new employer | 10 to 20% | Higher if you were underpaid |
| Step up a level | 15 to 30% | Title and responsibility change |
| Into a high-demand skill area | 20% or more | When employers compete for few candidates |
| Career change to an entry role | Could be a cut | Look at pay in two to three years |
| Internal move | 5 to 10% | Pay bands limit internal jumps |
How to set your number
- Find the pay range for the new role, level and location from job ads with ranges, salary surveys and government data.
- Place yourself in the range: experience, specialist skills and results push you higher.
- Calculate what you'd give up: bonus, pension match, equity, benefits.
- Add that to your target so the total package is a real step up.
- Set your ask near the top of what's justified, with a walk-away number below it.
Saying it
Based on the responsibilities and what similar roles pay in London, I'm looking for £62,000 to £66,000 base. I'd also want to understand the bonus and pension, as I'd be leaving a 10% bonus behind.
Illustrative example: anchoring on the market
A marketing manager earning £48,000 finds similar roles advertised at £55,000 to £62,000. She asks for £60,000 and mentions her 8% bonus. The offer comes in at £57,000 plus a £3,000 signing bonus. Had she asked for 10% on her current pay, she'd have anchored at £52,800.
Questions people ask
- Is a 10% raise good when changing jobs?
- For a like-for-like move it's reasonable, above typical annual rises of around 3 to 4%. Whether it's good depends on the market rate for the new role, the full package and what you're giving up, such as a bonus, pension match or unvested equity. Compare total compensation, not just base pay.
- Can a new employer ask my current salary?
- It depends where you are. Many US states and cities ban employers from asking about salary history, including California, New York, Massachusetts, Colorado and Illinois. The EU pay transparency directive also bans the question. In the UK it's legal to ask, but you can decline and give your expectations instead.
- What if I'm changing careers and the new role pays less?
- That's common in the short term, especially when moving into an entry-level role in a new field. Work out the minimum you need, look at pay two or three years into the new path, and ask whether the employer can bridge the gap with a signing bonus, faster review or extra leave.
- Should I tell them my current salary to get a bigger offer?
- Only if your current salary is at or above the market rate for the new role. If you're underpaid, sharing it tends to anchor offers low. Instead, give a range based on market research and say it reflects the role's responsibilities.
- Should I accept a lower base salary for a bigger bonus or equity?
- Only if you understand how likely the bonus or equity is to pay out. Ask what share of people hit their bonus in the last two years, and for equity, the vesting schedule and what it's worth now. Base pay is certain and drives future raises and pension contributions, so treat variable pay as a bonus, not a substitute.
Exercises are practice, not evidence of career fit or a qualification. How to read our guides and report a correction.
Sources
- Wage Growth Tracker · Federal Reserve Bank of Atlanta
- Salary finder · CareerOneStop, US Department of Labor
- Directive (EU) 2023/970 on pay transparency · EUR-Lex, European Union
How this page is written
Sources support the factual background, not a guarantee that an exercise predicts career fit. Fictional practice material is labelled. Dates record content updates; no independent expert review is implied. More about OffLadder.