Think Every Pay Raise Is Good News? CEO Reveals 3 that Could Wreck Your Career and Mental Health

A bigger salary feels like progress. Yet some pay rises store up problems.

Jason Morris, CEO of link-building agency Profit Engine, says the wrong offer can lock you into overwork, stall your growth, and keep you in a toxic set-up. 'A raise isn't always a reward,' he warns. 'Sometimes it's a shiny distraction from deeper problems, or worse, golden handcuffs that lock you into a situation you'll regret.'

Drawing on years of experience building and scaling global teams, Morris identifies three common scenarios where accepting a raise could damage your long-term prospects, mental health, and financial future.

1. Undefined Responsibilities: The Burnout Trap

One of the most dangerous types of raises is the one that comes with vague expectations. You're offered a 20% salary bump, but the conversation includes phrases like 'wearing more hats" or "being flexible with duties.'

This is classic scope creep disguised as opportunity. Without a clear job description, your workload can spiral out of control, often without additional support or resources.

'I've seen talented people burn out within months because they accepted raises without negotiating clear job descriptions,' Morris explains. 'More money means nothing if you're working 70-hour weeks and losing your sanity.'

What to do instead: Request a detailed breakdown of new responsibilities before accepting. Request measurable success criteria and clear boundaries for your role. If clarity isn't forthcoming, the raise may not be worth the chaos that follows.

2. Role Entrapment: The Career Detour

Raises can also create psychological barriers to career mobility. That extra £10,000 might feel empowering today, but it can become a trap if you're already considering leaving your role.

Companies often use strategic pay increases to retain talent they suspect may be on the verge of leaving. However, if they're not addressing the reasons you wanted to go, such as a toxic culture, poor leadership, or a lack of growth, the raise becomes a short-term fix with long-term consequences.

'Money can't fix a toxic culture, incompetent management, or a role that doesn't align with your goals,' Morris says. 'Accept that raise, and you'll find yourself staying in the wrong job longer than you should, just because walking away from higher pay feels financially irresponsible.'

What to do instead: Use the raise offer as leverage to negotiate meaningful changes, such as professional development, flexible working, or a clear promotion pathway. If the company can't offer more than money, it may be time to move on.

3. Cultural Band-Aids: The Dysfunction Discount

Sometimes, raises are offered as a way to mask deeper organisational issues. Your manager knows the team is overwhelmed, morale is low, and systems are broken, but instead of fixing the root causes, they offer you more money to stay quiet.

This tactic can backfire. You become complicit in a broken system, and your higher salary makes you a more expensive target during budget cuts.

'Companies that use raises to avoid fixing fundamental problems are telling you exactly who they are,' Morris notes. 'They'd rather pay individuals more than invest in better systems, training, or leadership. That's not sustainable.'

What to do instead: Counter with requests for structural improvements, such as better tools, additional team members, or management training. A company willing to invest in real solutions alongside your raise is worth staying with. One that only offers money is likely planning to extract more value from you without changing anything else.

Ask Before You Accept

Morris advises professionals to treat every raise offer as a strategic decision, not just a financial one. 'Your salary is not only compensation for current work, but a signal about your future trajectory,' he explains. 'Accept the wrong raise, and you're essentially agreeing to a path you might not want to walk.'

How To Assess A Raise Offer

Treat a pay rise as a strategic decision, not just a financial one. UK data show workplace stress remains widespread, and burnout stems largely from organisational factors such as workload and role ambiguity—issues you can and should negotiate.

Before accepting any raise, Morris recommends asking three key questions:

1. What exactly am I agreeing to do?
2. How does this change my career options?
3. What problems is this money supposed to solve?

If answers are vague, negotiate terms—or walk.