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Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.
The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.
In this guide, you’ll learn how to:
Before taking any next steps, it’s crucial to assess the situation objectively.
Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.
“Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?”
Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.
Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.
Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.
If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.
A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.
Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company .
Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.
Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.
“Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.”
Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.
If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.
Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.
Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.
Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.
“I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.”
But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.
Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.
While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.
Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.
Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.
“Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.”
Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.
The way you handle a rejected rise may vary depending on your career stage.
Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.
You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.
At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.
Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.
If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.
Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.
If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.
“This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.”
Related: How to gracefully resign from your job
Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.
When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.
Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.
To get a comprehensive view of salaries and market benchmarks across various industries and roles in the Philippines, download the full 2025 Salary Guide, which features the average salary of roles in the Philippine's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.
Read more:How to handle counter-offersSalary negotiation tips and strategies for new job offersThe ultimate guide to acing your performance review and boosting your career
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