What is a salary survey and how do you use one?

A salary survey is a structured collection of pay data across a defined group — typically an industry, job function, or region. They are used by employers to benchmark what they pay against the market, and by employees to understand whether they are earning fairly.

If you have ever searched "am I paid fairly" or "what should a project manager earn," you have effectively been looking for salary survey data. Here is how to find it, use it, and turn it into a practical argument for better pay.

What types of salary survey exist in the UK?

There are several distinct types, each with different strengths and weaknesses.

Government surveys are the most reliable for broad benchmarking. The ONS Annual Survey of Hours and Earnings (ASHE) is the definitive UK source — it draws from millions of actual payroll records rather than self-reported figures, making it far more accurate than most alternatives. It covers every sector and region.

Recruiter salary surveys are published annually by recruitment companies like Reed, Hays, Robert Half, and Michael Page. These tend to reflect the active jobs market — what employers are currently willing to pay to attract candidates — rather than what existing employees earn. They can read slightly high as a result.

Industry body surveys are published by professional associations like the ICAEW, APM, CIPD, and others. These are sector-specific and often the most accurate for their particular niche.

Crowdsourced platforms like Glassdoor and Levels.fyi rely on self-reported data. They are directionally useful but statistically unreliable — people with unusually high or low salaries are more likely to submit data, which skews the results.

How to use a salary survey to negotiate a pay rise

The most effective salary negotiations are data-led. Here is the process that works.

Step 1 — Find the right benchmark. A national median means little if you work in London or Aberdeen. Find data specific to your role, your region, and ideally your sector. Our salary checker uses ONS data filtered by age group and region, which is more meaningful than a generic national figure.

Step 2 — Use multiple sources. If the ONS data, the relevant recruiter survey, and your industry body survey all point to a similar figure, you have a strong case. If they diverge, use the most credible source for your sector.

Step 3 — Frame it professionally. Do not walk into a salary conversation and say "I found a survey that says I should earn more." Say "I have been looking at the market data for my role and region — the ONS median for my age group in this area is X, and I would like to discuss bringing my salary in line with that."

Step 4 — Know your number before you go in. Have a specific figure in mind — not a range. Ranges invite employers to anchor to the lower end. A specific, data-backed number anchors the conversation where you want it.

How employers use salary surveys

HR teams and finance directors use salary survey data to set pay bands, budget for annual reviews, and decide whether to match counter-offers. Understanding how your employer thinks about this gives you an edge in negotiation. Most large employers benchmark to the median or 50th percentile of their chosen survey. If they say they pay "at market," that typically means at the median — which means half the market earns more than you do. Asking to be moved to the 60th or 75th percentile is a reasonable, specific request.