I heartily disagree with everyone telling you to bring this up now. Sometimes, in a business we are asked temporarily to take on additional problems and that doesn’t merit a permanent pay increase. You haven’t been working above and beyond the scope of your job long term, and you’ve been handling additional work in a pandemic which has hurt the company, no doubt. Maybe next week or next month you won’t have this workload anymore. Keep track of what you’ve been doing above and beyond the scope of your job and show your boss that you’ve been doing it for six months and that it appears to be long term. And be thoughtful. If your job description says “other duties as assigned,” you aren’t really going above and beyond, so it’s important to thoughtfully word what you need and want to say. The only time I ask for a raise is when I have either accomplished huge things for my organization or when the “other duty” I am doing is clearly part of another job description at an equal or higher pay grade. For example, at a PR firm, I was given a pay raise when I pointed out that I was regularly writing case studies and collaborating on decks for the business development team, which was a job requirement of the business development manager. I was not in that department but was positively impacting their work. I was able to highlight that we had landed all 11 accounts for which I provided significant parts of the package. On the other hand, I had a PR coordinator demand a raise because she was handling 7 clients and all other coordinators were handling 4-5. She was also helping to train other coordinators. Four of her accounts were less work than most, which was why she had more of them. And she was asked to train others because I could not promote her unless she had that experience for six months; she knew that but said she didn’t want to do it anymore without the pay raise. So she didn’t get the raise and then I gave someone else the training responsibilities and they got the promotion. What I would suggest for right now is to ask your boss what they feel your trajectory is in the company and to tell them where you’d like your trajectory to go and then ask if you can set a timeline together. I find that giving supervisors a clear trajectory, learning what you have to do to get there and then working with them to make it happen is better than asking for raises without a clear and defined purpose. When you talk about your trajectory you can always say, “okay, so to get that job and that promotion, I need to do x,y,z. Right now I am doing a,b,c and that will prevent me from doing what’s needed for promotion and a raise. Can you help me to offload some things and get on the right track?” Or maybe those things you’re doing are the right track. I honestly myself wouldn’t agree to a raise for an employee that hadn’t even been with the company six months. Part of negotiating pay raises and promotions is knowing when to do it. If you get it today, it will be smaller than you want and you’ll be waiting at least 18 months until you can ask again and be taken seriously.