Salary benchmarking for your next hire.

Start with pay evidence for the occupation and region, then check the responsibilities, skills required and your existing pay structure. PayPrecise gives you a suggested salary range and costs the available hiring positions so you can make that decision with evidence.

You can check the matched role, employer activity and region, see an ONS survey benchmark for your chosen hiring position and review the evidence quality. Enter your work email to see it for free. No payment is needed. The £49 report adds the recommended advert range, supported hiring positions, employer costs and a downloadable PDF.

The full report is £49 one-off for one vacancy, with no subscription. Your report opens after payment and includes a PDF download and secure email access link. Online access and PDF downloads last 90 days; save your PDF during this period. If it does not help you set or explain the salary, email us within 14 days for a refund.

The report adds standard employer National Insurance and minimum employer pension contributions to the planning salary using 2026/27 rules. This is a baseline estimate. It excludes Employment Allowance, benefits, recruitment fees and other business costs. Candidate take-home is an illustration and depends on personal circumstances.

The ordinary market benchmark reflects pay across the occupation and region. It is not separately adjusted for this vacancy’s experience or seniority, and the range is not a junior-to-senior pay scale. Where official data combines managers and directors, we ask about management scope. You should still check the responsibilities, qualifications and internal pay before setting the final salary.

Yes, where suitable hourly evidence is available. Choose annual salary or hourly rate and check the paid weekly hours. Part-time annual figures use hourly evidence and those hours rather than simply scaling the full-time annual figure pro rata. Term-time, seasonal and irregular-hours roles need a separate review and cannot use this purchase route.

Annual earnings evidence can include bonuses, commission, overtime and allowances. It is not a pure basic-pay estimate. The report explains the pay basis so you can check it against the salary and benefits you intend to advertise.

The main source is the ONS Annual Survey of Hours and Earnings, which collects earnings and hours from employers for a sample of employee jobs. PayPrecise combines occupation and regional evidence with an ONS industry regular-pay update. The report shows the sources, dates and evidence quality. It does not cover self-employed or contractor rates.

No report can guarantee that. As at 28 September 2026, the government is consulting on publishing pay information in job adverts in England, Scotland and Wales. The proposed requirement and exact information are not final. PayPrecise helps you document a salary decision; it does not replace a review of applicable rules or internal equal pay.

The preview shows the evidence quality before purchase. Some roles need a clarification or a separate review. For supported NHS and school pay frameworks, you confirm the applicable framework and pay band or range before a result is produced.

Yes. Recent recruiter advice and comparable vacancies can add useful hiring context. Use the report to compare that advice with official evidence and discuss the final salary with the people approving the hire.