Remote workers face a quiet disadvantage at raise time: out of sight can mean out of mind. A manager who sees you daily has a running sense of your contribution; a remote manager has whatever you have made visible. Asking for a raise remotely therefore requires more preparation than asking in person, but the preparation itself is an advantage, because a documented case is harder to dismiss than a corridor conversation.

Start collecting evidence months before you ask, not the week before. Keep a running document of your wins: projects shipped, revenue influenced, costs saved, problems solved, and positive feedback from colleagues or clients, each with a date and a number where possible. 'Redesigned the onboarding flow, cutting new-hire setup time from three days to one' is evidence. 'Worked hard this year' is not.

Also track your market value: comparable roles at other companies, salary surveys for your role and region, and recruiter approaches you have received. You do not need to threaten to leave, and you should not, but knowing your market rate tells you whether your request is reasonable and gives your manager something concrete to take to their own boss.