UK Salary Level Checker 2026

How the UK Salary Level Checker Works

Our salary level checker uses comprehensive UK employment data from the Office for National Statistics (ONS) Annual Survey of Hours and Earnings, covering over 200,000 employees across all regions and industries. The tool provides accurate, data-driven comparisons to help you understand your true market value.

Five-Step Salary Analysis Process

Salary Normalisation: Your salary is converted to a standardised annual full-time equivalent figure for accurate comparison. If you work part-time or are paid hourly, weekly, or monthly, we calculate the equivalent annual salary based on typical full-time hours (37.5 hours per week). This ensures fair comparisons regardless of your payment structure.
Demographic Matching: We compare your salary against workers matching your age group, region, and industry using ONS data segmented by these factors. Age matters significantly, as workers aged 40-49 earn median salaries 76% higher than those aged 18-21. Regional variations are equally important, with London salaries averaging 18% above national rates.
Percentile Calculation: Your salary is ranked against the full UK earnings distribution to determine your percentile position. This shows you exactly where you stand among all UK earners. For example, 60th percentile means you earn more than 60% of workers and less than 40%. We also show age-adjusted and industry-adjusted percentiles for more specific comparisons.
Multiple Benchmark Comparisons: Your salary is compared against five key benchmarks: UK national median (£37,430 for full-time workers in 2026), your regional median, your industry average, your age group median, and comparable role salaries. This multi-dimensional analysis identifies whether you're underpaid in absolute terms, relative to your location, or compared to peers in similar positions. Our salary negotiation calculator can help you use this data effectively.
Gap Analysis and Recommendations: If you're underpaid, we calculate exactly how much you're behind market rates and provide actionable recommendations. This includes typical pay rise percentages by performance level, advice on negotiation timing, and whether switching employers might be necessary for significant increases. We also factor in cost-of-living adjustments if you're considering relocation.

Pro Tip: Use this salary level checker alongside our take-home tax calculator to understand your actual disposable income after tax, National Insurance, and pension contributions. A higher gross salary doesn't always mean more money in your pocket, especially when changing tax brackets.

Understanding UK Salary Levels and Percentiles

UK salaries vary dramatically based on multiple factors, making it essential to understand where you truly stand in the earnings distribution. The average quoted salary is often misleading because high earners significantly skew the mean upward, while the median provides a more accurate picture of typical earnings.

UK Salary Distribution in 2026

The UK salary distribution is not evenly spread. According to ONS data, 50% of full-time workers earn between £28,000 and £50,000, representing the middle bulk of earners. The bottom 25% earn below £28,000, while the top 25% earn above £50,000. However, the top 10% earning above £72,000 pull the average salary higher than the median.

Understanding percentiles helps you see exactly where you stand. Here's what different salary levels mean in the UK earnings distribution for 2026:

Percentile	Approximate Salary	What This Means
10th	£22,763	You earn more than 10% but less than 90% of UK workers
25th	£28,000	Bottom quartile - many entry-level and part-time positions
50th (Median)	£37,430	Middle of the distribution - typical full-time salary
60th	£42,000	Above average - experienced professionals
75th	£50,000	Top quartile - senior roles and specialists
90th	£72,150	Top 10% - management and highly skilled positions
95th	£90,000	Top 5% - senior management and specialists
99th	£163,000+	Top 1% - executives, partners, and high earners

Regional Salary Variations

Where you work in the UK dramatically affects your salary expectations and what constitutes a good salary for your area. London commands the highest salaries but also has the highest living costs, meaning high earners there often have less disposable income than moderate earners elsewhere.

Regional median salaries for full-time workers in 2026 show significant variation. London leads at £44,350, followed by South East England at £39,200 and Scotland at £38,900. The lowest regional medians are in Northern Ireland (£32,800), Wales (£33,400), and North East England (£34,200). This 35% gap between highest and lowest regions means a £40,000 salary puts you at very different positions in local earnings distributions.

Cost-of-living adjustments complicate regional comparisons further. A £45,000 salary in London provides similar purchasing power to £32,000 in Newcastle due to housing cost differences. When assessing if you're underpaid, consider both absolute salary and regional context.

Industry Pay Scales

Your industry is one of the strongest predictors of salary level, with average wages varying by over 300% between the highest and lowest-paying sectors. Finance and banking leads with average earnings of £70,460, while accommodation and food services average just £22,830 annually.

Industry	Average Salary 2026	Percentile Position
Finance & Insurance	£70,460	Top 10% nationally
Information & Communication (IT)	£54,080	Top 25%
Professional & Technical Services	£52,000	Top 25%
Energy & Utilities	£51,480	Top 25%
Engineering & Manufacturing	£43,200	Above median
Public Administration	£40,800	Median range
Education	£39,000	Median range
Healthcare	£35,200	Below median (but with NHS pension benefits)
Retail	£26,800	Bottom quartile
Hospitality	£22,830	Bottom 10%

Within industries, variation remains substantial. Technology workers range from £25,000 (junior developers) to £150,000+ (senior engineers at major tech firms). Finance spans from £22,000 (bank tellers) to £500,000+ (investment banking partners). Always compare within your specific role and seniority level, not just industry averages.

Age and Experience Impact

UK earnings follow a predictable lifecycle pattern, typically rising steadily from early career through peak earning years (40-49), then plateauing or declining slightly toward retirement. This pattern reflects both experience value and career progression opportunities at different life stages.

Workers aged 22-29 earn a median of £32,292, representing the early career phase where many are still developing skills and establishing themselves. The 30-39 age group sees significant salary growth to £39,988 as workers move into mid-career and start taking on more responsibility. Peak earnings occur at 40-49 with a median of £42,796, reflecting senior positions, extensive experience, and maximum career progression. After 50, median salaries decline slightly to £40,456 for 50-59 year-olds and £36,036 for those 60+, often due to part-time work, retirement transitions, or career changes prioritising work-life balance over maximum earnings.

Signs You're Underpaid in the UK

Many UK workers remain in underpaid positions for years without realising it, particularly if they've been with the same employer long-term or work in industries with opaque salary structures. Recognising the warning signs helps you identify when it's time to negotiate or move on.

Quantitative Warning Signs

Below median for your age: If you're earning significantly below the median for your age group (£32,292 for 22-29, £39,988 for 30-39, £42,796 for 40-49), you may be underpaid unless you're in an entry-level position or low-paying industry.
No pay rises for 2+ years: With inflation averaging 2-3% annually and post-pandemic adjustments pushing 4-5% salary growth in 2026, receiving no increase means you've taken an effective pay cut. Most employers offer annual cost-of-living adjustments at minimum.
Below industry averages: Earning 15-20% below the median for your industry and experience level indicates underpayment. Small gaps (5-10%) might be explainable by company size or location, but larger disparities suggest you're being undervalued.
New hires earning more: If new employees in similar roles are being hired at higher salaries than yours (and you have more experience), this is clear evidence of underpayment. This often happens when employers increase starting salaries to compete for talent but don't adjust existing staff proportionally.
Recruitment offers significantly higher: When you receive job offers 20%+ above your current salary for comparable roles, your current employer is underpaying you. The market has spoken, and your current compensation doesn't reflect your value.

Qualitative Warning Signs

Increased responsibilities without pay adjustment: Taking on management duties, additional projects, or covering for departed colleagues without corresponding salary increases means you're doing more work for the same pay, effectively reducing your hourly rate.
Company financial success without staff benefits: If your organisation reports strong profits, secures major contracts, or experiences significant growth while freezing salaries, you're not sharing in the success you helped create.
Difficulty recruiting in your department: If HR struggles to fill vacancies in your team or candidates decline offers citing salary, this suggests market rates exceed what your employer pays, including your own salary.
Colleagues leaving for better pay: When multiple colleagues depart citing insufficient compensation and secure significant raises elsewhere, it indicates systematic underpayment in your organization or department.

What to Do If You're Underpaid

Discovering you're underpaid doesn't automatically mean you should resign. The right response depends on how much you're underpaid, your relationship with your employer, and market conditions in your field.

For gaps of 5-15%, negotiate with your current employer first. Prepare evidence using our salary benchmark data, document your achievements and additional responsibilities, and request a meeting with your manager. Many employers will adjust salaries by 10-20% for valued employees when presented with market data, especially if losing you would cost more in recruitment and training.

For gaps of 15-30%, negotiation is still worth attempting, but prepare for potential employer resistance. Significant raises often require budget approval beyond your immediate manager's authority and may take months to process. Consider whether waiting is worthwhile or if you should begin job searching simultaneously.

For gaps exceeding 30%, changing employers is usually necessary. Few companies will increase salaries by such amounts for existing employees, even if they'd pay that much to hire externally. The best approach is securing an offer at market rate, which gives you negotiating leverage if you prefer to stay (though be prepared for your employer to reject a counter-offer and accept your resignation).

Real UK Salary Level Examples

These actual examples demonstrate how the UK salary level checker works across different scenarios, showing the multi-dimensional analysis of salary positioning in the UK job market.

Example 1: Sarah, 28, Marketing Manager, Manchester

Salary: £35,000 annual
Industry: Marketing & Media
Region: North West England
Experience: 5 years

Analysis: Sarah's £35,000 salary places her at the 54th percentile nationally, meaning she earns more than 54% of UK full-time workers. However, age-adjusted analysis shows she's at the 46th percentile for her age group (22-29 median: £32,292), slightly above age expectations. Regionally, she's at the 59th percentile for North West England (median: £32,800), indicating she's doing better than average for her location.

Industry comparison reveals potential underpayment. Marketing sector median for 5 years experience is £41,000, placing Sarah 15% below market rate. For her specific role (Marketing Manager), the UK median is £38,000-£44,000 depending on company size and sector. She's positioned at the lower end, suggesting her company may be paying below market rate or she's in a smaller organisation with lower pay scales.

Recommendation: Sarah should aim for £38,000-£42,000. A 10-15% increase would align her with market rates for her role and experience. She could negotiate using the industry and role benchmarks, or explore opportunities at larger organisations or agencies where marketing manager roles typically command £40,000-£48,000 in Manchester.

Percentile Rankings: Overall: 54th | Age-adjusted: 46th | Regional: 59th | Industry: 38th

Example 2: James, 42, Senior Software Engineer, London

Salary: £68,000 annual
Industry: Information Technology
Region: London
Experience: 15 years

Analysis: James's £68,000 salary places him at the 85th percentile nationally, earning more than 85% of UK workers. For his age group (40-49, median £42,796), he's at the 82nd percentile, significantly outperforming age-based expectations. In London specifically (median £44,350), he's at the 77th percentile, still well above average but not exceptional for the capital.

IT industry comparison reveals James is actually positioned in the middle of his field. Technology sector median is £54,080, but senior engineers with 15 years experience typically earn £60,000-£95,000. In London, senior software engineers at major tech firms average £75,000-£110,000, suggesting James may be at a smaller company or non-tech firm where technology roles pay less. His salary is competitive but not leading for his experience level and location.

Recommendation: James is fairly compensated compared to the general population but has room for growth within his industry. Moving to a larger tech company, fintech firm, or American tech presence in London could yield £80,000-£100,000 for his experience level. He's not underpaid but could earn 20-40% more with a strategic move. His current salary represents good compensation if he values work-life balance or his current company's culture over maximum earnings.

Percentile Rankings: Overall: 85th | Age-adjusted: 82nd | Regional: 77th | Industry: 55th

Example 3: Emily, 35, NHS Band 6 Nurse, Leeds

Salary: £36,200 annual (midpoint Band 6)
Industry: Healthcare
Region: Yorkshire
Experience: 10 years

Analysis: Emily's £36,200 NHS salary places her at the 52nd percentile nationally, almost exactly at the UK median. For her age group (30-39, median £39,988), she's at the 44th percentile, slightly below age expectations. Regionally in Yorkshire (median £34,500), she's at the 56th percentile, marginally above her local area average.

Healthcare sector analysis requires careful interpretation. Healthcare median salary is £35,200, placing Emily slightly above sector average. However, this average includes care workers and healthcare assistants earning minimum wage, significantly lowering the sector median. For qualified nurses specifically, Band 6 represents specialist or senior staff nurse level, which is appropriate compensation. Emily's salary includes NHS pension contributions worth approximately £3,600 annually (10% employer contribution), giving her effective total compensation of £39,800.

Recommendation: Emily is appropriately paid within NHS structures, which offer standardised pay scales with annual increments. Her path to higher earnings involves progression to Band 7 (£41,659-£47,672) through advanced practice, specialist roles, or team leadership. Private sector nursing offers potentially higher base salaries (£38,000-£45,000 for equivalent experience) but without the generous NHS pension. She's not underpaid for her role but is limited by public sector pay structures rather than market undervaluation.

Percentile Rankings: Overall: 52nd | Age-adjusted: 44th | Regional: 56th | Industry: 52nd (including pension: 58th)

Example 4: David, 51, Retail Store Manager, Birmingham

Salary: £28,500 annual
Industry: Retail
Region: West Midlands
Experience: 20+ years

Analysis: David's £28,500 salary places him at the 32nd percentile nationally, earning more than only one-third of UK workers despite two decades of experience. For his age group (50-59, median £40,456), he's at the 23rd percentile, dramatically below age expectations. This disparity signals significant underpayment relative to his career stage. Regionally in West Midlands (median £37,500), he's at the 28th percentile, well below his area's typical earnings.

Industry comparison provides context but doesn't excuse the low positioning. Retail sector median is £26,800, placing David 6% above sector average. However, retail store managers specifically earn £26,000-£38,000 depending on store size and chain, with larger retailers paying £32,000-£42,000. David appears to be managing a smaller store or working for a lower-paying retailer. His 20+ years experience should command higher compensation even within retail's lower-paying structure.

Recommendation: David is significantly underpaid for his experience and role. He should target £34,000-£38,000, representing 20-35% increase. Larger retail chains (Tesco, Sainsbury's, M&S) pay store managers £35,000-£45,000. His extensive experience is valuable, but retail's compressed pay scales limit earnings potential. He might consider transitioning to operations management, logistics, or other sectors where his management experience transfers while offering better compensation. Using our career switch calculator could help assess alternative paths.

Percentile Rankings: Overall: 32nd | Age-adjusted: 23rd | Regional: 28th | Industry: 54th

Example 5: Priya, 26, Entry-Level Accountant, Edinburgh

Salary: £29,000 annual
Industry: Finance & Banking
Region: Scotland
Experience: 2 years, ACCA part-qualified

Analysis: Priya's £29,000 salary places her at the 36th percentile nationally, below the UK median but reasonable for her early career stage. For her age group (22-29, median £32,292), she's at the 42nd percentile, slightly below age expectations but not alarmingly so. In Scotland (median £38,900), she's at the 35th percentile, below regional average but typical for graduate-level roles.

Finance industry comparison reveals she's positioned below sector expectations. Finance median is £70,460, but this includes senior investment bankers and fund managers skewing the average upward. Entry-level accountants in Scotland typically earn £25,000-£32,000, placing Priya in the middle of the range. However, ACCA qualification progression usually brings salary increases, with newly qualified accountants earning £35,000-£42,000 and qualified accountants with 3-5 years experience commanding £40,000-£55,000.

Recommendation: Priya is reasonably compensated for her current qualification level but should expect significant increases upon ACCA completion. She should negotiate a salary review upon qualifying, targeting £36,000-£40,000 as a newly qualified accountant. If her current employer won't adjust appropriately, the market for qualified accountants is strong, with opportunities in Edinburgh, Glasgow, and remote roles for larger UK firms. Her trajectory is more important than current positioning, as accounting offers clear progression tied to qualifications.

Percentile Rankings: Overall: 36th | Age-adjusted: 42nd | Regional: 35th | Industry: 18th (entry-level finance)

Frequently Asked Questions About UK Salary Levels

How do I know if my UK salary is good?

A good UK salary depends on your age, location, industry, and experience. The UK median salary for full-time workers is £37,430 in 2026. If you earn above this, you're in the top 50% of earners. London salaries are typically 15-25% higher than the national average. Use our salary level checker to see your exact percentile ranking and compare against workers in your specific situation.

Beyond raw numbers, consider total compensation including pension contributions (3-10% employer match is typical), holiday allowance (statutory minimum is 28 days including bank holidays), bonuses, health insurance, and other benefits. A £40,000 salary with 10% pension contribution and private healthcare is worth more than £43,000 with minimal benefits. Also factor in work-life balance, commute costs, and career development opportunities when assessing whether your salary is truly good for your circumstances.

What percentile is my salary in the UK?

Your salary percentile shows where you rank among all UK earners. For example, earning £40,000 places you around the 60th percentile, meaning you earn more than 60% of UK workers. The 90th percentile threshold is approximately £72,000, while the 99th percentile starts around £163,000. Our calculator uses 2026 ONS data to show your exact percentile based on age, region, and industry.

Percentile positioning varies significantly by demographic factors. A 25-year-old earning £40,000 is at the 75th percentile for their age group, while a 45-year-old at the same salary is at the 55th percentile. Similarly, £40,000 in London places you at the 48th percentile, while in North East England it's the 70th percentile. Always consider age-adjusted and region-adjusted percentiles alongside absolute national positioning for meaningful comparison.

Am I underpaid in the UK?

You're potentially underpaid if your salary falls below the median for your industry, location, and experience level. Warning signs include earning less than £37,430 for full-time work, receiving no pay rises in 2+ years, or earning below industry averages. Our salary level checker compares your pay against multiple benchmarks to identify if you're underpaid and by how much.

Underpayment severity matters for determining action. If you're 5-10% below market rate, you're slightly underpaid and should negotiate at your next review. At 10-20% below, you're significantly underpaid and should actively negotiate or consider moving. Beyond 20% below market, you're severely underpaid and should start job searching, as employers rarely increase salaries by such amounts for existing staff even when they'd pay that much to hire externally.

What is considered a high salary in the UK in 2026?

A high salary in the UK typically means earning £60,000 or above, placing you in the top 20% of earners. £100,000+ puts you in the top 4%, while £150,000+ places you in the top 2%. These thresholds vary by region, with London requiring higher salaries to maintain the same standard of living. High earners in sectors like finance, technology, and medicine often exceed £100,000.

High salary definitions also depend on context. For a 28-year-old, £60,000 is exceptional (top 10% for age group), while for a 50-year-old with 25 years experience, it's good but not remarkable. Similarly, £60,000 in investment banking or technology is mid-level, while in education or charity work it's senior leadership territory. Consider your industry's pay scale and career stage when assessing whether your salary qualifies as high.

How does my salary compare by age in the UK?

UK salaries typically peak between ages 40-49, when the median full-time salary is £42,796. Workers aged 22-29 earn a median of £32,292, while 30-39 year-olds earn £39,988. If you're earning below these age-specific benchmarks, you may be underpaid for your career stage. Our calculator shows exactly how you compare to others your age.

Age-salary progression varies significantly by industry and career path. Professional careers (law, medicine, accounting) see steady increases from 25-50, often doubling salaries over this period. Graduate schemes start £25,000-£30,000 and progress to £60,000-£100,000+ by mid-career. Conversely, retail, hospitality, and care sectors have flatter progression, with many workers earning similar amounts throughout their careers regardless of experience. If you're in your 40s earning below age median, investigate whether your industry offers genuine progression opportunities or if switching fields might be necessary for income growth.

What's the average salary in London vs rest of UK?

London's average full-time salary is approximately £44,350 in 2026, compared to £37,430 nationally. This 18% premium reflects higher living costs, with London workers typically earning £6,000-£8,000 more than regional counterparts in similar roles. However, after adjusting for housing costs, London workers often have less disposable income than those in lower-cost regions.

The London premium varies by industry and seniority. Entry-level roles show smaller gaps (10-15%), while senior positions command 25-35% premiums. Finance and technology offer the largest London premiums, with some roles paying 40-50% more than regional equivalents. However, London rent averages £1,800-£2,500 monthly for a one-bedroom flat versus £700-£1,200 in regional cities, consuming much of the salary premium. When comparing London versus regional opportunities, calculate net disposable income after housing costs rather than focusing solely on gross salary differences.

How often should UK salaries increase?

UK salaries should increase annually to match inflation, which averages 2-3% in normal years. In 2026, typical pay rises are 4-5% reflecting post-inflation adjustments. If you haven't received a pay rise in 18-24 months, you're effectively taking a pay cut due to inflation. High performers should expect 5-8% annual increases, while promotions typically bring 10-20% rises.

Pay rise timing and amounts vary by sector and performance. Public sector workers receive standardised annual increments (1-3%) plus periodic general increases, providing predictable but often below-inflation growth. Private sector varies widely, with some employers offering annual reviews and others ad-hoc increases. Tech, finance, and professional services typically give annual raises, while retail and hospitality may go 2-3 years without adjustments. If your employer hasn't mentioned pay reviews in over a year, proactively request a discussion rather than waiting for them to offer.

Which UK industries pay the highest salaries?

The highest-paying UK industries in 2026 are financial services (average £70,460), information technology (£54,080), professional services (£52,000), and energy/utilities (£51,480). Healthcare professionals, particularly GPs and consultants, earn £80,000-£110,000+. Retail, hospitality, and care sectors pay the lowest, often near minimum wage for entry positions.

Within high-paying industries, enormous variation exists. Finance spans from £22,000 bank tellers to £500,000+ investment banking managing directors. Technology ranges from £25,000 junior developers to £180,000+ senior engineers at major firms. Professional services includes £28,000 consultancy analysts and £250,000+ partners. Always research specific role and seniority level rather than relying solely on industry averages, which are often skewed by a small number of very high earners.

Should I negotiate my salary if I'm underpaid?

Yes, if you're underpaid by 10% or more compared to market rates, you should negotiate. Prepare evidence showing comparable salaries using tools like our salary benchmark checker, document your achievements, and time your request strategically during performance reviews or after major successes. Most UK employees who negotiate receive 5-15% increases, though you may need to change employers for larger rises.

Negotiation success depends on preparation and timing. Research your market value thoroughly using multiple sources, not just our tool. Document specific achievements with quantifiable impact (revenue generated, costs saved, projects delivered). Present your case professionally, focusing on your value rather than personal financial needs. Be prepared for rejection and have a plan B - either accept the situation temporarily while improving skills, or begin job searching. Many employers respond better to retention counter-offers after you receive external offers, though this approach carries risks of damaged trust even if you stay.

How accurate is the UK salary level checker?

Our salary level checker uses official 2026 ONS Annual Survey of Hours and Earnings data, covering over 200,000 UK employees. Accuracy is within 3-5% for common roles and industries. Results are most accurate when you provide complete information about your age, location, industry, and experience. For niche roles or very senior positions, treat results as estimates rather than exact figures.

Accuracy limitations stem from data aggregation and market dynamics. ONS data represents April 2025 survey results published October 2025, meaning rapid market changes in late 2025 or early 2026 may not be fully reflected. Very senior positions (£150,000+) have fewer data points, reducing precision. Startup and scale-up salaries often deviate from traditional company norms. Use our tool as a strong indicator of market positioning, but verify against industry-specific salary surveys, recruitment agency data, and actual job postings for your specific role when making major career decisions.

Data Sources and Accuracy

Our UK salary level checker relies on authoritative government data and reputable industry sources to ensure accurate, trustworthy salary comparisons.

Primary Data Sources

Office for National Statistics (ONS) - Annual Survey of Hours and Earnings (ASHE) 2025, covering over 200,000 employees across all UK regions, industries, and occupations. This provides our core salary percentile data, regional medians, and industry averages.
HMRC Income Statistics - Tax year 2024-25 income distribution data showing percentile thresholds from 1st to 99th percentile for all UK taxpayers, enabling precise percentile positioning calculations.
GOV.UK National Minimum Wage - Official minimum wage rates updated April 2026 (£12.71 for 21+), providing baseline salary comparisons and underpayment thresholds.
Labour Force Survey (ONS) - Quarterly employment data providing employment types, working patterns, and demographic earnings breakdowns by age, gender, and region.
UK Recruitment Industry Reports - Aggregated salary data from Reed, Totaljobs, Indeed, and specialist recruiters providing real-time market rate insights supplementing official statistics.

Calculation Methodology

We convert all salaries to full-time equivalent annual figures using standard UK calculation methods. Hourly rates are annualised using 37.5 hours per week and 52 weeks. Weekly pay is multiplied by 52. Monthly pay is multiplied by 12. Part-time salaries are converted to full-time equivalents by multiplying by the ratio of full-time to actual hours worked.

Percentile calculations use interpolation between ONS percentile data points to provide precise rankings. Regional adjustments apply location-specific median offsets from national averages based on ONS regional earnings data. Industry adjustments use two-digit SIC code classifications from ASHE data. Age adjustments apply ONS age-band specific median salaries.

Multiple benchmark comparisons include absolute national positioning, age-adjusted positioning within your age cohort, regional positioning within your UK region, industry positioning within your sector, and role-specific positioning for common occupations.

Data Accuracy and Limitations

Accuracy is highest for common roles in major industries with large sample sizes in ONS data. Estimated accuracy is within 3-5% for roles with 1,000+ data points in ASHE survey. For niche roles, small companies (under 50 employees), or very senior positions, accuracy decreases to estimated 8-12% variance due to smaller sample sizes and higher individual variation.

Key limitations include data lag (ONS ASHE 2025 reflects April 2025 earnings, published October 2025), meaning late 2025 or early 2026 market changes aren't yet captured. Regional data aggregates entire regions, so specific city variations within regions may not be fully reflected. Very high earners (£150,000+) have fewer data points, reducing precision. Startup and scale-up salaries often deviate from established company norms but aren't separately classified in official statistics.

Last Updated: January 2026 using ONS ASHE 2025 data (April 2025 survey results). Next update scheduled April 2027 following ONS ASHE 2026 publication.

Privacy and Data Protection

Your salary information is highly sensitive personal data. We've designed this tool with privacy-first principles to ensure your information remains completely confidential.

Client-Side Processing

All calculations are performed entirely in your web browser using JavaScript. Your salary, age, location, and other personal details are never transmitted to our servers, stored in databases, or shared with third parties. The tool operates completely client-side, meaning you can disconnect from the internet after the page loads and continue using it with complete privacy.

No Data Storage or Tracking

We do not use cookies to track your salary checks, create user profiles linking salary to identity, log individual search queries or inputs, or sell data to recruiters, employers, or data brokers. Your salary information is processed in real-time and immediately discarded once you close the page.

We collect only aggregated, anonymised usage statistics showing which features are most used (e.g., "percentage of users comparing by age" or "most common industry selections") to improve the tool. These statistics cannot be linked to individuals or specific salary amounts.

Download and Share Features

When you download results, a PDF is generated entirely in your browser without sending data to our servers. Downloaded files are created locally on your device and contain only the information you choose to include. The share feature generates a summary without specific salary amounts, allowing you to share general percentile positioning without revealing your actual salary.

Third-Party Services

This tool does not integrate with social media tracking pixels, third-party analytics beyond basic Google Analytics page views (which do not capture form data), or advertising networks that might use salary data for targeting. Our website uses Google AdSense for monetisation, but ads are contextual based on page content, not your personal salary information.

For complete details on how FastJobs.uk handles data across the website, please see our full privacy policy. If you have specific questions about salary data handling, contact our data protection officer.

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