Nearly two in five brits will not engage in pay rise negotiations despite economic pressures, new research suggests.

A survey of 3,000 UK adults provided by A1SEO found that a shocking 38 percent of UK adults would never ask for a salary increase, to avoid confrontation or rejection.

As April is the beginning of the new financial year it is the perfect time to discuss salary adjustments as departments allocate their annual funds.

Companies have a clearer view of their financial performance and the taxation landscape, influencing their ability to award pay rises.

It is also the time of year that many companies engage in performance appraisals which allows you to leverage your recent performance evaluation as a foundation for your pay rise request.

Graham Grieve, chief executive of A1SEO said: “In the UK, April is more than a seasonal transition; it’s a strategic juncture for your career advancement.

“By aligning your request with the fiscal and performance review cycles, you significantly enhance your chances of a favourable outcome.

“Remember, a well-planned and thoughtfully timed request is your best ally in achieving the pay rise you deserve.”

A1SEO’s top tips for navigating a pay rise request:

Preparation is Key

Research industry standards for your role and region to present a well-informed case. Tools like Glassdoor and PayScale can offer valuable insights into comparable salaries.

Showcase Your Value

Compile a list of your achievements, particularly those aligning with the company’s goals. Quantify your contributions wherever possible to underscore your impact.

Understand the Business Context

Demonstrate awareness of the company’s financial health and market position. Tailoring your request to align with the business’s current situation can increase receptivity.

Practise Your Pitch 

Articulate your request confidently and clearly. Practice in front of a mirror or with a trusted peer to refine your delivery and anticipate potential questions.

Timing and Tact

While April is ideal, choose a moment when your manager is least likely to be under significant stress. Approach the conversation with a collaborative mindset, aiming for a win-win outcome.

Plan for All Outcomes

Be prepared for any response. If the answer is negative, ask for feedback and potential milestones for future consideration. If the outcome is positive, express gratitude and seek clarity on the next steps.