Identify your market worth
Whether you're due a promotion or pay rise in the new year, or if you're planning your next career move, compare your pay against the market with the UK's most comprehensive salary calculator.
Prepare for your next career move
The enhanced 2024 salary guide offers reliable insight into the jobs market, from research of over 100,000 roles posted throughout 2023.
We offer salary and market insights for permanent, contract and interim positions in London, Birmingham & the Midlands, Manchester & the North and Milton Keynes & the South East.
Our specialist areas of recruitment:
- Part-Qualified & Transactional Finance
- Human Resources
- Business Support
Discover the career aspirations of professionals in your sector or evaluate your employment offer to attract and retain talent.
Enhanced salary data
The report calculates year-on-year growth, average and range of each salary across SMEs and large enterprises for permanent & contract roles.
Developed in partnership with a UK leading data provided, the 2024 guide provides exclusive insight into the most in-demand skill sets.
To find out what a reasonable salary is for the job and industry you are in or are thinking of moving into, use a Salary Calculator to discover the average pay for someone with a similar level of experience as you and view your earning potential.
In partnership with a data collection specialist, a salary benchmarking tool offers a fully comprehensive list of salary ranges and averages based on location, experience level and more. You can view the latest salary range and averages using the 2024 salary calculator.
Salary benchmarking is the process of comparing salaries across the market for a particular job and providing a range and average for a particular role which can help guide employees looking to negotiate a higher salary with their employer at annual and half-year review periods.
Whether you're due a pay rise, promotion, or bonus, a Salary Calculator allows you to review accurate market salary and pay averages to see how you compare to others in your sector. Having accurate data-led salary information will help identify exactly how much you should be earning so you can prepare to negotiate your salary in your next performance review.
Salary reviews often take place during the annual and half-year employee performance review periods. Make sure you take this into consideration and time your negotiation right. If the annual pay review is in January, and you call the meeting for February, you’re likely to have missed the boat. In such a case, November would be the most suitable time here.
The key to a successful negotiation is being prepared for the discussion before it occurs by having a good idea what you are worth and why. Find out how much employees carrying out similar roles are paid. The key is to demonstrate your views with good examples of similar jobs both from inside and outside the firm. You can do this by benchmarking your salary against salary surveys in your sector.
Calculate your salary
What is salary benchmarking?Salary benchmarking can inform and support management during employee appraisals and performance reviews. The Walters People Salary Survey is a tool specifically for defining the markets fair and competitive salary and remuneration insights.
What is the importance of salary survey?The Walters People Salary Survey can provide benchmarking for junior to mid-levels employees, offering accurate salary and remuneration insights that can help support employee performance reviews.
How to do salary benchmarking?With the 2021 Salary Survey tool, Walter People offers exclusive salary data broken down by profession, location, and experience level across small, medium and large organisations to support and guide your employee performance reviews.
UK Hiring Market Update
Whilst salaries will continue to rise at the fastest rate we have seen in 20 years for the most in-demand roles, we can’t say fairly what this will mean in line with inflation.
Instead, what we will witness is the most radical change to benefits packages we have seen in over a decade – with health & mental wellbeing provisions right at the top of the agenda. Firms will step up in the face of the cost-of-living crisis and there will be the introduction of reward schemes and soft benefits which will help to alleviate the day-to-day financial pressures placed on us all in the coming year.
We may also see bonus structures change in the coming year – where instead of yearly this could move to smaller bonuses being shared quarterly to firstly help retain and motivate employees but also support with the rising cost-of-living.
Chris Poole, Managing Director - UK