[{"data":1,"prerenderedAt":521},["ShallowReactive",2],{"document-commendation-and-refusal-of-request-for-raise-D634":3},{"document":4,"label":27,"preview":11,"thumb":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":520},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":26},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: YOUR Request for A Raise Dear [Contact name], I do hereby acknowledge the receipt of your letter dated [Date]. You are definitely to be commended for your progress during the past [NUMBER] months. Here at [COMPANY], we truly appreciate committed people like you. However, after evaluation of your performance, I do believe that your recent request for a raise is premature. To conform to our company policy, I would suggest discussing a salary increase after you have worked here for [NUMBER] months. If you continue on the same path, I am certain that your timely request will be met with a positive answer. You are doing a fine job, keep up the good work! Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE] This email is intended only for the person to whom it is addressed and/or otherwise authorized personnel",null,"Commendation and Refusal of Request for Raise","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/commendation-and-refusal-of-request-for-raise-D634.png","https://templates.business-in-a-box.com/imgs/250px/634.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#634.xml",{"title":15,"description":6},"commendation and refusal of request for raise",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Business Letters","/templates/business-letters/","commendation refusal request for raise","Commendation and Refusal of Request for Raise Template","https://templates.business-in-a-box.com/imgs/400px/634.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Performance Management","/templates/performance-management/",[40,44,48,52,56,60,64,68,72,76,80,84,88,105,118,133,151,165],{"label":41,"url":42,"thumb":43,"extension":10},"Refusal of Employee Request for Early Raise","/template/refusal-of-employee-request-for-early-raise-D648","https://templates.business-in-a-box.com/imgs/250px/648.png",{"label":45,"url":46,"thumb":47,"extension":10},"Refusal of Request for Letter of Recommendation","/template/refusal-of-request-for-letter-of-recommendation-D496","https://templates.business-in-a-box.com/imgs/250px/496.png",{"label":49,"url":50,"thumb":51,"extension":10},"How to Raise Capital","/template/how-to-raise-capital-D12592","https://templates.business-in-a-box.com/imgs/250px/12592.png",{"label":53,"url":54,"thumb":55,"extension":10},"Refusal of Rejection of Goods","/template/refusal-of-rejection-of-goods-D1118","https://templates.business-in-a-box.com/imgs/250px/1118.png",{"label":57,"url":58,"thumb":59,"extension":10},"Charge Account Limit Raise Notice","/template/charge-account-limit-raise-notice-D248","https://templates.business-in-a-box.com/imgs/250px/248.png",{"label":61,"url":62,"thumb":63,"extension":10},"Right of First Refusal Agreement","/template/right-of-first-refusal-agreement-D5157","https://templates.business-in-a-box.com/imgs/250px/5157.png",{"label":65,"url":66,"thumb":67,"extension":10},"Waiver of Right of First Refusal","/template/waiver-of-right-of-first-refusal-D5158","https://templates.business-in-a-box.com/imgs/250px/5158.png",{"label":69,"url":70,"thumb":71,"extension":10},"Refusal to Accept Late Return of Merchandise","/template/refusal-to-accept-late-return-of-merchandise-D1119","https://templates.business-in-a-box.com/imgs/250px/1119.png",{"label":73,"url":74,"thumb":75,"extension":10},"Notice Following Refusal to Accept Delivery","/template/notice-following-refusal-to-accept-delivery-D1102","https://templates.business-in-a-box.com/imgs/250px/1102.png",{"label":77,"url":78,"thumb":79,"extension":10},"Request for Proposal","/template/request-for-proposal-D1270","https://templates.business-in-a-box.com/imgs/250px/1270.png",{"label":81,"url":82,"thumb":83,"extension":10},"Request for Reference","/template/request-for-reference-D499","https://templates.business-in-a-box.com/imgs/250px/499.png",{"label":85,"url":86,"thumb":87,"extension":10},"Request for Information","/template/request-for-information-D227","https://templates.business-in-a-box.com/imgs/250px/227.png",{"description":89,"descriptionCustom":6,"label":90,"pages":91,"size":9,"extension":10,"preview":92,"thumb":93,"svgFrame":94,"seoMetadata":95,"parents":97,"keywords":96,"url":104},"Performance Improvement Plan (PIP) Standard Operating Procedure Department: Human Resources Purpose: This procedure is to help setting up a performance improvement plan for employees having difficulties in their work. Frequency: When needed Procedure: Outline employee work history. Document performance issues. Develop an action plan. Review the performance improvement plan (PIP). Set up meeting with the employee. Explain areas for improvement and plan of action. Supervisor and employee should sign the PIP form. Establish regular follow-up meetings. PIP Conclusion. Definition/Explanation: Performance improvement plan: Process used when an employee has not carried out work to satisfactory standard. Usually undertaken by supervisor with the assistance of his own superior or HR professional","How to Create a Performance Improvement Plan","2","https://templates.business-in-a-box.com/imgs/1000px/how-to-create-a-performance-improvement-plan-D12564.png","https://templates.business-in-a-box.com/imgs/250px/12564.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12564.xml",{"title":96,"description":6},"how to create a performance improvement plan",[98,101],{"label":99,"url":100},"Business Plan Kit","business-plan-kit",{"label":102,"url":103},"Business Procedures","business-procedures","/template/how-to-create-a-performance-improvement-plan-D12564",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":117},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":113,"description":6},"how to review employee performance",[115,116],{"label":99,"url":100},{"label":102,"url":103},"/template/how-to-review-employee-performance-D12595",{"description":119,"descriptionCustom":6,"label":120,"pages":108,"size":9,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":125,"url":132},"PROMOTION POLICY [COMPANY NAME] believes in providing opportunities for its employees to advance within the organization. Promotion opportunities to positions of higher responsibility for existing staff members will be limited only by the individual's ambition, attitude, and qualifications such as proven experience, education, and capabilities. DEFINITIONS \"Promotion\" is the movement of an employee to a higher grade level, either within the same department or to another department due to a change in duties and not due to a market adjustment in salary. Our company is committed to investing in our employees and rewarding good performance to encourage overall excellence. For this reason, promotion from within is a highly regarded practice in our company as a way of giving our employees the chance for career advancement. This Promotion Policy illustrates the guidelines and the process that managers must follow when effecting promotions. All employees should be aware of this Policy to avoid any confusion about who qualifies for promotion and when. ELIGIBILITY Any employee in good standing is eligible for promotion consideration, assuming he or she meets the minimum qualifications for the position. FACTORS WHICH INFLUENCE PROMOTION Following are the factors which influence promotion: Performance Seniority Assessment of potential Time since the last promotion Merit and ability Training In accordance with our company policies, we will not tolerate promotions that are based on: Managers' subjective opinions unsupported by performance evaluations or metrics Discrimination Fraternization Favoritism Nepotism To avoid such incidents, managers must keep good records of their promotion evaluation process. PROMOTION WITHIN SAME DEPARTMENT All new vacant positions below the chief level are posted internally for [SPECIFY NUMBER OF DAYS] business days and are open to all eligible employees of [COMPANY NAME]. Department heads wishing to recommend a promotion for an employee because of a change in job duties being performed should review and revise the employee's job description in accordance with that employee's actual job duties, making note of major changes in responsibility that would warrant consideration of a promotion. The department head should submit the new job description, along with a completed salary authorization form, outlining recommended grade/salary/title changes, and a memorandum outlining the recommendation to the Director of Human Resources.","Promotion Policy","https://templates.business-in-a-box.com/imgs/1000px/promotion-policy-D13278.png","https://templates.business-in-a-box.com/imgs/250px/13278.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13278.xml",{"title":125,"description":6},"promotion policy",[127,129],{"label":18,"url":128},"human-resources",{"label":130,"url":131},"Company Policies","company-policies","/template/promotion-policy-D13278",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":9,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":142,"keywords":141,"url":150},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":141,"description":6},"employment agreement_at will employee",[143,144,147],{"label":18,"url":128},{"label":145,"url":146},"Hire an Employee","hire-employee",{"label":148,"url":149},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":152,"descriptionCustom":6,"label":153,"pages":91,"size":9,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":159,"keywords":158,"url":164},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":158,"description":6},"employee dismissal letter",[160,161],{"label":18,"url":128},{"label":162,"url":163},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":166,"descriptionCustom":6,"label":167,"pages":8,"size":9,"extension":10,"preview":168,"thumb":169,"svgFrame":170,"seoMetadata":171,"parents":173,"keywords":172,"url":176},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":172,"description":6},"job offer letter long",[174,175],{"label":18,"url":128},{"label":145,"url":146},"/template/job-offer-letter-long-D12769",false,{"seo":179,"reviewer":191,"legal_disclaimer":195,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":227,"glossary":256,"clauses":287,"how_to_fill":338,"common_mistakes":379,"faqs":404,"industries":432,"comparisons":449,"diy_vs_lawyer":463,"jurisdictions":476,"related_template_ids_curated":497,"schema":507,"classification":508},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Commendation and Refusal of Request for Raise Template | BIB","Free template for refusing a salary raise request while acknowledging employee performance. Download in Word, edit online, and export as PDF.","commendation and refusal of request for raise template",[184,185,186,187,188,189,190],"salary raise refusal letter template","decline raise request letter","deny salary increase letter","refuse pay raise letter template free","employee raise refusal word template","hr salary increase denial letter","pay raise denial letter download",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":197,"legal_review_recommended":195,"signature_required":195},"medium",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"A Commendation and Refusal of Request for Raise is a formal written communication from an employer to an employee that acknowledges the employee's contributions and performance while declining their request for a salary increase. This free Word download gives you a professionally structured letter you can edit online and export as PDF — balancing genuine recognition with a clear, documented refusal that reduces the risk of misunderstanding or legal dispute.\n","Use it whenever an employee submits a formal or informal request for a pay raise and the employer cannot or chooses not to approve it at that time — whether due to budget constraints, timing, compensation band limits, or performance thresholds not yet met. Having a written record protects both parties and keeps the employment relationship intact.\n","The letter covers the employee's name and role, a genuine acknowledgment of their performance and contributions, the clear refusal of the raise request with a stated rationale, a forward-looking statement about when or under what conditions the request may be reconsidered, and the manager's or authorized signatory's signature.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Documenting raise refusals consistently across departments to reduce legal exposure","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Small business owners","Declining a raise request professionally without an in-house legal or HR team","persona-small-business-owner",{"title":212,"use_case":213,"icon_asset_id":214},"Operations directors","Standardizing how managers communicate compensation decisions to staff","persona-operations-director",{"title":216,"use_case":217,"icon_asset_id":218},"Department managers","Responding to a direct report's raise request while preserving the working relationship","persona-department-manager",{"title":220,"use_case":221,"icon_asset_id":222},"Startup founders","Managing compensation expectations during early-stage cash-constrained growth","persona-startup-founder",{"title":224,"use_case":225,"icon_asset_id":226},"Payroll and compensation specialists","Maintaining a compliant paper trail when salary band limits prevent approval","persona-payroll-specialist",[228,232,236,240,244,248,252],{"situation":229,"recommended_template":230,"slug":231},"Employee is high-performing but budget is frozen for the cycle","Commendation and Refusal of Request for Raise (Budget Freeze)","commendation-and-refusal-of-request-for-raise-D634",{"situation":233,"recommended_template":234,"slug":235},"Employee performance does not yet meet the threshold for a raise","Performance Improvement Plan","how-to-create-a-performance-improvement-plan-D12564",{"situation":237,"recommended_template":238,"slug":239},"Raise is being deferred to a specific future date rather than refused outright","Salary Deferral Letter","increase-of-salary-letter-D13354",{"situation":241,"recommended_template":242,"slug":243},"Employee is being offered a non-monetary benefit instead of a raise","Employee Benefits Offer Letter","offer-of-letter-of-recommendation-D493",{"situation":245,"recommended_template":246,"slug":247},"Employee is being promoted with a salary adjustment","Promotion Letter","promotion-policy-D13278",{"situation":249,"recommended_template":250,"slug":251},"Employee's raise request leads to a formal compensation review","Compensation Review Letter","compensation-and-benefits-policy-D13629",{"situation":253,"recommended_template":254,"slug":255},"Raise refusal is accompanied by a performance review document","Employee Performance Review","how-to-review-employee-performance-D12595",[257,260,263,266,269,272,275,278,281,284],{"term":258,"definition":259},"Commendation","Formal written recognition of an employee's positive contributions, skills, or conduct, included to acknowledge merit before delivering an unfavorable decision.",{"term":261,"definition":262},"Salary Band","A defined range of pay for a specific job level or role, used by employers to ensure compensation is internally equitable and externally competitive.",{"term":264,"definition":265},"Compensation Review Cycle","A scheduled period — typically annual or semi-annual — during which an organization formally evaluates and adjusts employee pay.",{"term":267,"definition":268},"Budget Freeze","A temporary organizational policy prohibiting new or increased expenditures, including salary increases, usually in response to financial constraints.",{"term":270,"definition":271},"Constructive Dismissal","A legal concept where an employer's unilateral and significant change to employment terms — including pay — may be treated as forcing the employee to resign, with the same legal consequences as termination.",{"term":273,"definition":274},"At-Will Employment","An employment arrangement, common in most US states, where either party may end the relationship at any time for any lawful reason — but compensation changes still require proper documentation.",{"term":276,"definition":277},"Pay Equity","The principle that employees performing the same or substantially similar work should receive equal pay regardless of gender, race, or other protected characteristics.",{"term":279,"definition":280},"Merit Increase","A salary raise awarded based on an employee's individual performance rating, distinct from cost-of-living adjustments or market corrections.",{"term":282,"definition":283},"Written Acknowledgment","A signed confirmation from the employee that they have received and understood the contents of a letter or document, creating a dated record in their personnel file.",{"term":285,"definition":286},"Grievance Procedure","A formal internal process allowing an employee to challenge or appeal a workplace decision, including compensation outcomes, through defined escalation steps.",[288,293,298,303,308,313,318,323,328,333],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Parties and Role Identification","Names the employer entity, the employee, and their current job title and department so the letter is unambiguous as to who it concerns.","This letter is addressed to [EMPLOYEE FULL NAME], [JOB TITLE], [DEPARTMENT], employed by [EMPLOYER LEGAL NAME] ('the Company') as of [DATE].","Using only a first name or informal title — if the letter enters a personnel file or legal proceeding, vague identification makes it difficult to establish the document's authority.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Acknowledgment of Raise Request","States that the employee's request for a salary increase has been received, reviewed, and is being formally responded to.","We acknowledge receipt of your request, dated [REQUEST DATE], for a salary increase from your current base of $[CURRENT SALARY] to $[REQUESTED SALARY].","Omitting the date and specific figures of the original request. Without this, the letter fails to create a clear record tying it to the specific request being refused.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Commendation of Employee Performance","Provides genuine, specific recognition of the employee's contributions, skills, or achievements to demonstrate that the refusal is not a reflection of dissatisfaction.","The Company sincerely commends [EMPLOYEE NAME] for [SPECIFIC ACHIEVEMENT OR CONTRIBUTION], which has meaningfully contributed to [TEAM / PROJECT / COMPANY GOAL].","Using generic praise like 'you are a valued employee.' Vague commendations ring hollow and can actually increase resentment — specificity makes the recognition credible.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Clear Statement of Refusal","States plainly that the salary increase is not being approved at this time, leaving no ambiguity about the outcome of the request.","After careful consideration, the Company is unable to approve the requested salary increase at this time.","Softening the refusal with ambiguous language like 'we are not in a position to move forward right now' — ambiguity invites the employee to interpret a deferral as a near-future approval.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Rationale for the Decision","Explains the specific reason the raise is being declined — budget constraints, compensation band limits, timing, or performance thresholds — so the employee understands the basis of the decision.","This decision reflects [SPECIFIC REASON: e.g., current budget constraints across all departments / your current compensation being at the top of the established salary band for your role / the Company's scheduled compensation review cycle, which next occurs in [MONTH/YEAR]].","Citing multiple shifting reasons in the same letter — if each reason could stand alone, choose the most accurate one. Multiple reasons can suggest the employer is searching for justification and weaken the decision's credibility.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Forward-Looking Reconsideration Statement","Outlines the conditions or timeline under which the employee's compensation will be reconsidered, giving them a constructive path forward.","The Company anticipates revisiting compensation for all eligible employees during the [NEXT REVIEW PERIOD — e.g., Q1 YEAR] cycle. We encourage [EMPLOYEE NAME] to continue demonstrating [SPECIFIC BEHAVIORS OR MILESTONES] ahead of that review.","Promising a specific raise amount or percentage at the next review. This creates a contractual expectation — use conditional language ('may be reconsidered,' 'subject to business conditions') consistently.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Invitation for Discussion","Invites the employee to meet with their manager or HR to discuss the decision, the rationale, and their development path — reducing the risk of disengagement.","We welcome the opportunity to discuss this decision with you further. Please contact [MANAGER NAME / HR CONTACT] at [EMAIL / PHONE] to arrange a meeting at your convenience.","Skipping the invitation entirely. A letter with no avenue for follow-up conversation is more likely to result in disengagement or a formal grievance than one that leaves the door open.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Confidentiality Statement","Reminds the employee that compensation information is confidential and should not be shared with colleagues, in line with company policy.","As a reminder, compensation information is confidential. The Company respectfully requests that the contents of this letter not be shared with other employees, in accordance with the Company's compensation confidentiality policy.","Including an overly broad confidentiality clause that restricts the employee from discussing pay with anyone — in many jurisdictions, employees have statutory rights to discuss their own compensation and such clauses are unenforceable.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Governing Policy Reference","References the applicable internal compensation policy or employee handbook section that governs how pay decisions are made, anchoring the refusal in documented company procedure.","This decision has been made in accordance with the Company's Compensation and Salary Review Policy, as set out in Section [X] of the Employee Handbook dated [DATE].","Referencing a policy that has not been formally communicated to the employee or that contradicts the actual reasons given — inconsistency between the letter and the handbook creates grounds for a grievance.",{"name":334,"plain_english":335,"sample_language":336,"common_mistake":337},"Signature and Authorization Block","Identifies the authorized signatory — typically the employee's direct manager or an HR representative — and includes the date of issue and space for both parties to sign as acknowledgment of receipt.","Signed on behalf of [EMPLOYER LEGAL NAME]: [SIGNATORY NAME], [TITLE] | Date: [DATE] | Employee Acknowledgment of Receipt: [EMPLOYEE SIGNATURE] | Date: [DATE]","Having a junior team member sign a letter of this nature without delegated authority — in a dispute, the employer's ability to enforce the decision depends partly on it being issued by someone with appropriate standing.",[339,344,349,354,359,364,369,374],{"step":340,"title":341,"description":342,"tip":343},1,"Identify the parties and confirm the request details","Enter the employee's full legal name, job title, department, and the employer's registered entity name. Include the date of the original raise request and the specific figures the employee requested.","Pull the exact figures from the employee's written request or from any HR system record — inconsistencies between the letter and the file create problems if the decision is challenged.",{"step":345,"title":346,"description":347,"tip":348},2,"Draft a specific, genuine commendation","Reference one or two concrete achievements, projects, or behaviors the employee has demonstrated. Avoid generic phrases — name the project, metric, or quality directly.","If you have a recent performance review on file, lift specific language from it for the commendation. Consistency between the review and this letter reinforces credibility.",{"step":350,"title":351,"description":352,"tip":353},3,"State the refusal clearly in one sentence","Write a single, unambiguous sentence confirming the salary increase is not approved. Do not embed it in softening language that obscures the outcome.","Read the refusal sentence in isolation — if it could be interpreted as a deferral or a partial approval, revise it.",{"step":355,"title":356,"description":357,"tip":358},4,"Select and state one primary rationale","Choose the single most accurate reason for the refusal — budget freeze, salary band ceiling, timing of the compensation cycle, or performance criteria not yet met. State it briefly and factually.","Do not mix rationales. If budget is the real reason, lead with budget — adding a performance comment alongside a budget freeze can be misread as a performance criticism.",{"step":360,"title":361,"description":362,"tip":363},5,"Add a conditional forward-looking statement","State when compensation will next be reviewed and what the employee can do to strengthen their position. Use conditional language throughout: 'may be reconsidered,' 'subject to business conditions,' 'based on performance.'","Set the next review date to the actual scheduled cycle — do not invent a date to placate the employee, as this creates an expectation the Company must then manage.",{"step":365,"title":366,"description":367,"tip":368},6,"Include the invitation for discussion and HR contact","Add the name and contact details of the manager or HR representative the employee should approach for a follow-up conversation. Make the tone welcoming rather than procedural.","Scheduling a brief follow-up meeting proactively — rather than waiting for the employee to reach out — significantly reduces the risk of disengagement after a raise refusal.",{"step":370,"title":371,"description":372,"tip":373},7,"Reference the applicable compensation policy","Cite the specific section of your employee handbook or compensation policy that governs salary reviews. Confirm the policy was distributed to the employee before this letter.","If your compensation policy has not been formally communicated, do not reference it in the letter — referencing an undisclosed policy can itself become a grievance issue.",{"step":375,"title":376,"description":377,"tip":378},8,"Obtain authorized signatures and file the acknowledgment copy","Have the letter signed by the manager or HR representative with delegated authority. Provide the employee with a copy and obtain their signature on the acknowledgment line. File the original in the employee's personnel file.","If the employee refuses to sign the acknowledgment, note the date of delivery and the employee's refusal in writing — this preserves the record without requiring the employee's cooperation.",[380,384,388,392,396,400],{"mistake":381,"why_it_matters":382,"fix":383},"Using ambiguous refusal language","Phrases like 'not at this time' or 'we'll revisit this soon' can be interpreted as a conditional approval, leading the employee to believe a raise is imminent. This creates expectation management problems and potential claims of false promise.","Write one declarative sentence: 'The Company is unable to approve the requested salary increase at this time.' Follow with the rationale in a separate sentence.",{"mistake":385,"why_it_matters":386,"fix":387},"Promising a specific future raise amount","Any dollar figure or percentage mentioned as a future possibility can be construed as a contractual commitment, particularly in jurisdictions where oral and written representations to employees carry legal weight.","Use conditional language exclusively: 'compensation may be reviewed,' 'subject to Company performance and budget availability,' and 'based on continued performance against [CRITERIA].'",{"mistake":389,"why_it_matters":390,"fix":391},"Omitting the commendation section entirely","A refusal letter without acknowledgment of merit signals to the employee — and any later reviewer — that the decision may be punitive or discriminatory rather than business-driven. This elevates legal and morale risk simultaneously.","Always include at least two to three sentences of specific, genuine recognition before the refusal. If the employee has genuine performance concerns, address those through a separate performance management process.",{"mistake":393,"why_it_matters":394,"fix":395},"Including an unenforceable confidentiality clause","In the US, the National Labor Relations Act generally protects employees' rights to discuss their own pay with colleagues. In the UK and EU, pay secrecy clauses are increasingly restricted by law. An overbroad clause can itself create a compliance violation.","Limit confidentiality language to the specific figures in this letter and frame it as a company preference rather than a prohibition. Remove any language that could be read as prohibiting all pay discussions.",{"mistake":397,"why_it_matters":398,"fix":399},"Having an unauthorized person sign the letter","If the decision is challenged through a grievance or employment tribunal, the employer's position is weakened if the letter was signed by someone without authority over compensation decisions.","Confirm the signatory has delegated authority in the company's HR policy before issuing. For small businesses, the owner or CEO should sign directly if no formal delegation exists.",{"mistake":401,"why_it_matters":402,"fix":403},"Failing to retain a signed copy in the personnel file","Without a dated, signed copy on file, the employer cannot demonstrate that the refusal was formally communicated if the employee later claims they were promised a raise or never told it was refused.","File the original signed letter in the employee's personnel file on the day of issue. If using electronic records, attach a PDF to the employee's HR system profile with the delivery date logged.",[405,408,411,414,417,420,423,426,429],{"question":406,"answer":407},"What is a commendation and refusal of request for raise letter?","It is a formal written communication from an employer to an employee that does two things simultaneously: acknowledges the employee's performance and contributions in specific terms, and clearly declines their request for a salary increase. The combination of recognition and refusal is deliberate — it demonstrates that the decision is business-driven rather than a reflection of dissatisfaction, which reduces the risk of disengagement, grievance, or legal challenge.\n",{"question":409,"answer":410},"Is a written refusal of a raise request legally required?","In most jurisdictions, no law specifically requires an employer to issue a written response to a raise request. However, written documentation is strongly advisable from a risk management standpoint. A dated, signed letter creates a clear record that the request was received, considered, and refused on stated grounds — which is essential if the employee later brings a pay discrimination claim, wrongful dismissal claim, or constructive dismissal allegation.\n",{"question":412,"answer":413},"Can refusing a raise request constitute constructive dismissal?","Refusing a raise request generally does not constitute constructive dismissal on its own, provided the refusal is communicated professionally and the employee's existing compensation terms are not changed. Constructive dismissal typically requires a unilateral reduction in pay or a significant worsening of employment conditions. However, if an employer repeatedly refuses raises while significantly increasing the employee's workload, a claim could potentially be made — legal advice is recommended in borderline situations.\n",{"question":415,"answer":416},"What reasons can an employer give for refusing a raise?","Common and defensible reasons include: current compensation already at the top of the established salary band for the role, an organization-wide budget freeze affecting all departments, the timing not aligning with the scheduled compensation review cycle, or the employee not yet meeting defined performance thresholds for a merit increase. The reason given should be accurate, specific, and consistent with how similar decisions have been communicated to other employees.\n",{"question":418,"answer":419},"Can a raise refusal letter be used as evidence in a discrimination claim?","Yes — a poorly drafted letter can be introduced as evidence in a pay discrimination claim if, for example, the stated rationale is inconsistent with decisions made for similarly situated employees of a different protected class. A well-drafted letter that cites an objective, consistently applied reason — such as a salary band ceiling or a budget freeze applied across all departments — is far more defensible than one that implies performance criticism without a formal review to support it. Consider having HR or legal counsel review the letter before issuing it to a protected-class employee in a sensitive situation.\n",{"question":421,"answer":422},"Should the employee sign the raise refusal letter?","Having the employee sign an acknowledgment of receipt is best practice in most jurisdictions. The signature confirms the letter was delivered and reviewed — it does not require the employee to agree with the decision. If an employee refuses to sign, note the date and method of delivery and the refusal in writing, and keep that record in the personnel file alongside the original letter.\n",{"question":424,"answer":425},"How should a manager follow up after issuing a raise refusal letter?","A brief one-on-one conversation after the letter is issued is strongly recommended. The meeting should allow the employee to ask questions, give the manager an opportunity to reiterate the commendation, and establish clear milestones or a timeline for when the compensation question will be revisited. Managers who only issue the letter without a follow-up conversation see higher rates of disengagement and voluntary turnover.\n",{"question":427,"answer":428},"Does a raise refusal letter differ from a performance improvement plan?","Yes — these are distinct documents with different purposes. A raise refusal letter declines a salary increase request and may or may not involve a performance concern. A performance improvement plan (PIP) documents specific performance deficiencies and sets formal targets the employee must meet to avoid further action. If the raise is being refused because of performance gaps, the two documents should be issued separately to avoid conflating a compensation decision with a disciplinary process.\n",{"question":430,"answer":431},"Can an employer refuse a raise if it was verbally promised?","This depends on jurisdiction and the specific facts. In many jurisdictions, a verbal promise of a raise — particularly if made by an authorized person and relied upon by the employee — may be enforceable as a contractual commitment or under promissory estoppel principles. If a verbal commitment has been made and circumstances have changed, seek legal advice before issuing a refusal letter. The letter should not simply ignore the prior commitment without addressing it.\n",[433,437,441,445],{"industry":434,"icon_asset_id":435,"specifics":436},"Technology / SaaS","industry-saas","Frequent raise requests from engineers and product staff in competitive hiring markets make documented refusals essential for maintaining pay equity and preventing claims of selective treatment.",{"industry":438,"icon_asset_id":439,"specifics":440},"Professional Services","industry-professional-services","Salary band structures and billable utilization targets are common refusal rationales; letters must reference these benchmarks precisely to withstand partner-level scrutiny.",{"industry":442,"icon_asset_id":443,"specifics":444},"Retail / Hospitality","industry-retail","High turnover and minimum-wage proximity make raise refusals legally sensitive; documentation must clearly distinguish budget-based refusals from performance-based ones to avoid minimum-wage compliance questions.",{"industry":446,"icon_asset_id":447,"specifics":448},"Healthcare","industry-healthtech","Union agreements and regulated pay scales in many healthcare settings mean refusal letters must explicitly reference the applicable collective agreement or regulatory salary schedule to be defensible.",[450,453,456,459],{"vs":234,"vs_template_id":451,"summary":452},"performance-improvement-plan-D13245","A Performance Improvement Plan documents specific performance deficiencies and sets formal targets with consequences for non-improvement — it is a disciplinary tool. A raise refusal letter declines a compensation request and may commend the employee. The two should never be combined into one document; conflating them creates legal ambiguity about whether the letter is a disciplinary record.",{"vs":246,"vs_template_id":454,"summary":455},"promotion-letter-D13317","A Promotion Letter confirms an advancement in role and typically includes a salary increase. A raise refusal letter declines a salary increase while keeping the employee's role unchanged. Use the promotion letter when the decision is affirmative; use this template when the decision is a refusal, even if the employee is otherwise high-performing.",{"vs":254,"vs_template_id":457,"summary":458},"employee-performance-review-D13197","An Employee Performance Review is a structured evaluation of an employee's work over a defined period, covering goals, competencies, and development areas. A raise refusal letter is a narrow response to a specific compensation request. The performance review may inform the raise refusal, but the two documents serve different functions and should be issued separately to avoid mixing evaluative and administrative records.",{"vs":460,"vs_template_id":461,"summary":462},"Employment Contract Amendment","D{EMPLOYMENT_CONTRACT_AMENDMENT_ID}","An Employment Contract Amendment formally modifies existing compensation terms — including approving a salary increase — and requires both parties' signatures to take effect. A raise refusal letter declines to amend compensation terms and does not alter the existing contract. If the raise is ultimately approved in a future cycle, an amendment or new offer letter is the appropriate follow-up document.",{"use_template":464,"template_plus_review":468,"custom_drafted":472},{"best_for":465,"cost":466,"time":467},"HR managers and small business owners handling standard raise refusals due to budget or compensation band limits","Free","15–30 minutes",{"best_for":469,"cost":470,"time":471},"Refusals involving protected-class employees, prior verbal commitments, or employees who have expressed intent to file a grievance","$150–$400 for a one-hour employment lawyer review","1–2 business days",{"best_for":473,"cost":474,"time":475},"Complex situations involving discrimination claims, collective agreements, executive-level employees, or jurisdictions with stringent pay equity legislation","$500–$2,000+","3–7 business days",[477,482,487,492],{"code":478,"name":479,"flag_asset_id":480,"note":481},"us","United States","flag-us","The National Labor Relations Act generally protects employees' rights to discuss their own wages with coworkers — confidentiality clauses that broadly prohibit pay discussions are unenforceable and may constitute an unfair labor practice. Pay equity laws in states including California, New York, and Massachusetts require that compensation decisions be defensible against same-job pay comparisons. At-will employment allows broad employer discretion on raises, but documented rationales are essential in discrimination-sensitive contexts.",{"code":483,"name":484,"flag_asset_id":485,"note":486},"ca","Canada","flag-ca","Provincial employment standards legislation does not mandate pay raises, but refusals that disproportionately affect protected groups under the Canadian Human Rights Act or provincial human rights codes can attract scrutiny. Quebec employers must issue all employee communications in French under the Charter of the French Language. Pay transparency laws are advancing in British Columbia and Ontario, making documentation of compensation rationale increasingly important.",{"code":488,"name":489,"flag_asset_id":490,"note":491},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits pay secrecy clauses that prevent employees from discussing pay to establish whether pay differences are related to a protected characteristic. Employers must be able to demonstrate that a raise refusal is not influenced by gender, race, age, or other protected characteristics. Employment tribunals may treat repeated raise refusals alongside increased workload as evidence contributing to a constructive unfair dismissal claim.",{"code":493,"name":494,"flag_asset_id":495,"note":496},"eu","European Union","flag-eu","The EU Pay Transparency Directive (2023/970), which member states must implement by June 2026, requires employers to provide objective, gender-neutral criteria for pay decisions and give employees the right to request information about pay levels for comparable roles. Raise refusal letters issued after implementation must align with these criteria. Several member states — including Germany and France — have additional works council consultation requirements before individual compensation decisions are communicated.",[235,255,247,498,499,500,501,502,503,504,505,506],"employment-agreement_at-will-employee-D541","employee-dismissal-letter-D508","job-offer-letter-long-D12769","employee-handbook-D712","non-disclosure-agreement-nda-D12692","fixed-term-contract-D13225","independent-contractor-agreement-D160","remote-work-agreement-D13282","employment-agreement-executive-D543",{"emit_how_to":195,"emit_defined_term":195},{"primary_folder":128,"secondary_folder":509,"document_type":510,"industry":511,"business_stage":512,"tags":513,"confidence":519},"performance-management","letter","general","all-stages",[514,515,516,517,518],"hr","performance-recognition","salary-negotiation","compensation","employer-communication",0.92,"\u003Ch2>What is a Commendation and Refusal of Request for Raise?\u003C/h2>\n\u003Cp>A \u003Cstrong>Commendation and Refusal of Request for Raise\u003C/strong> is a formal written letter from an employer to an employee that simultaneously recognizes the employee's performance and clearly declines their request for a salary increase. The document serves a dual purpose: the commendation section protects the employment relationship by demonstrating that the refusal is driven by business or structural factors — not dissatisfaction with the employee — while the refusal section creates an unambiguous, dated record that the request was considered and not approved. Unlike a verbal conversation or an informal email, this letter establishes a defensible paper trail in the employee's personnel file that can be referenced if the decision is later challenged through a grievance process, pay equity review, or employment tribunal.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Refusing a raise request without written documentation exposes the employer to a range of avoidable risks. Without a dated letter in the personnel file, an employee can credibly claim they were verbally promised a raise, that no decision was ever communicated, or that the refusal was discriminatory — claims that are difficult and expensive to disprove without written evidence. In jurisdictions with pay equity legislation, the absence of a documented, objective rationale can shift the burden of proof onto the employer in any subsequent complaint. Beyond legal risk, an unstructured verbal refusal — with no commendation and no path forward — is one of the most reliable triggers for employee disengagement and voluntary turnover, both of which carry their own direct costs. This template gives managers and HR professionals a structured, legally defensible letter they can complete in under thirty minutes, preserving both the employment relationship and the organization's compliance posture.\u003C/p>\n",1778773582903]