This is my first formal request for a pay review. I have worked for the company for four years and currently operate at a mid-to-senior systems and infrastructure level. My responsibilities include ESXi and VxRail patching, Azure infrastructure and Application Gateways, application migrations, Azure Virtual Desktop deployments, backup and database troubleshooting, Intune and BYOD, Azure DevOps, Git, PowerShell automation, software deployment, SSO, web servers and certificates, and Google Workspace and ChromeOS Flex projects. I have also completed AZ-104 and am working towards AZ-305.
The department has changed significantly, with around half the team leaving and at least six new roles expected. The responsibilities previously handled by my former manager are now being divided between several roles and a project manager. I currently earn £49,000, while the company has advertised an Endpoint Engineer position at £52,000–£56,000. Endpoint engineering is an area where I already have substantial experience, including a major fleet standardisation project and other deployment work.
I raised this with the Head of IT and asked for a review, but he directed me to discuss it with my new line manager, who has only been in the business for five days. That conversation is scheduled for next week. I plan to stay calm and make the case, but I am also considering applying elsewhere. How should I approach the meeting, and what should I do if the company delays or rejects the request?
5 Answers
Your current salary appears low for the range of infrastructure, cloud, endpoint, automation, and migration work you described. The company may value you, but that does not always mean it will correct the gap voluntarily. Have a target, a minimum acceptable figure, and a point at which you will move on. Stay professional either way—the meeting is useful even if the answer is no.
It may be worth asking whether your current role can be formally regraded or renamed to reflect the work you actually perform. If your day-to-day responsibilities have grown beyond the role you were hired for, that gives the company a practical reason to review both your title and salary. Ask what the process is, who makes the decision, and when you can expect a definite answer.
Be prepared for the new manager not to approve a large increase immediately. They may not yet know your work or have authority over the budget. If they cannot decide, ask for a written timeline, the approval steps, and what evidence would support the review. Avoid accepting a vague promise to revisit it someday.
Apply for the advertised position if you meet the requirements, and quietly send your CV to other employers too. Internal raises are often constrained by existing salary bands, while changing companies can reset your market value more quickly. You do not need to threaten resignation; simply keep your options open while the internal discussion takes place.
Go into the meeting with a specific number rather than simply asking for more money. Prepare a short list of your responsibilities, projects delivered, measurable improvements, certifications, and examples of work that go beyond your original role. Also bring salary data for comparable infrastructure and endpoint roles in your area. You want the discussion to be about the value and scope of your position, not just the fact that another job is advertised at a higher rate.
I’m based in the UK. The advertised £52,000–£56,000 range is one reason I’m taking this seriously, although I realise the company may treat the new role as a separate position rather than a salary benchmark for me.