Salary Raise Calculator
See exactly what a raise means in dollars — annual, monthly, and per-paycheck. Compare common raise sizes side-by-side.
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How this works
Raise = Current Salary × (Raise % ÷ 100) New Salary = Current + RaiseA "raise" is the percentage increase to your annual base salary. The annual increase is your current salary times the raise percentage. Monthly and biweekly impacts are the annual increase divided by 12 and 26, respectively. This calculator shows pre-tax (gross) numbers — your actual take-home will depend on your tax bracket and benefits deductions.
Examples
Standard 4% annual raise on $75,000
Raise amount: 75,000 × 0.04 = $3,000. New salary: $78,000. That is $250 more per month and about $115 more per biweekly paycheck (gross). After taxes, expect roughly 60–70% of the increase to land in your pocket.
Promotion bump (10%) from $90,000 to $99,000
A 10% raise on $90,000 is $9,000, bringing the new annual to $99,000. Monthly increase: $750. Biweekly: about $346. Promotions typically include a meaningful base increase plus possible bonus or equity adjustments.
Cost-of-living adjustment (3%) on $60,000
A 3% COLA on $60,000 is $1,800/year, or $150/month. Most COLAs are pegged to the Consumer Price Index. In years of high inflation (4–8% CPI), a 3% raise is effectively a pay cut in real terms.
Switching jobs for 20% more
Job-changers historically capture larger increases than internal raises. A 20% raise on $80,000 is $16,000, bringing the new salary to $96,000 — about $1,333 more per month gross. Industry research consistently finds that switching companies yields a larger pay bump than waiting for an internal raise.
Common questions
It depends on inflation. In years where CPI runs 2–3%, a 3% raise roughly preserves your purchasing power. In high-inflation years (CPI above 4%), a 3% raise is effectively a pay cut. Most employers consider 3–5% the standard merit-raise range; anything above that usually requires a promotion or competing offer.
Most major HR surveys (Mercer, WorldatWork, SHRM) report annual merit-raise budgets between 3% and 4.5% in normal years. The 2022–2024 inflation surge pushed many companies to 4.5–5.5%. Top performers typically receive raises 1–2 percentage points above the company average.
Multiply the gross raise by (1 − your effective tax rate). For most middle-income earners, about 70–75% of a raise lands in take-home pay after federal, state, and FICA. Higher earners hit higher marginal brackets and may keep only 55–65% of the gross increase.
Yes, almost always. Industry research consistently finds that employees who negotiate at the offer or review stage end up earning meaningfully more over their careers than those who accept the first number. Have a target in mind, an explicit reason for it, and a backup plan if the answer is no.
Most percentage-based benefits (401(k) employer match, life insurance multiples, bonuses tied to base) increase with your salary. Some flat-dollar benefits (health insurance, transit subsidies) do not. Check your benefits portal to see which line items are pegged to base salary.
No. All calculations happen in your browser. Nothing you type is sent to any server. The only storage is your local calculation history, which stays in your browser and can be cleared any time.