Whether a 20% raise is too much depends on context—it's generous in stable economic conditions but reasonable in others. A 20% increase substantially exceeds typical annual raises (usually 3-5% in many sectors), making it notably above-market. However, "too much" varies by situation: it's well-justified if you've been significantly underpaid, earned a major promotion, took on expanded responsibilities, or work in a competitive field losing talent. It's appropriate if your company is profitable and retention matters. Conversely, a 20% raise may be unsustainable if your employer faces financial constraints, if you're newly hired with limited proven performance, or if local economic conditions are depressed. Employers sometimes hesitate because large raises set a high baseline for future increases and can create inequity with peers. From an employee perspective, accepting a raise below your market rate or compressed by inflation may feel insufficient despite the percentage. The practical test: research your role's market rate in your location and industry. If you're currently 15-20% below market, a 20% raise moving you closer to fair compensation isn't excessive. If you're already at-market, it's generous and unusual. Communication matters too—employers are more likely to sustain larger raises when they understand the justification (market data, expanded scope, competitive offer). Consider the full package: base salary, benefits, job security, and growth opportunities matter alongside the percentage itself.