Software developer
London · Business and domestic software development
£65,500–£79,500
Balanced market position · Evidence quality Medium
This is a gross-earnings planning range, not a verified base-salary band. This example uses 37.5 paid hours a week across 52 paid weeks. For roles with substantial bonus or commission, benchmark base pay separately and show guaranteed salary and variable pay separately in the advert.
What the recommendation means in pounds
Planning figures at the representative salary for your selected hiring position.
Compare three hiring positions
Choose the balance between salary cost and a more competitive offer.
Control budget
Balanced market position
Higher market position
How your salary range is formed
Official pay data, an industry update, then your hiring approach.
Official occupation pay is updated by +3.1% for industry pay movement. These figures show Balanced market position. Each hiring option stays within its own updated evidence span.
Industry pay movement is an indicative update, not a new official salary benchmark. It is not seasonally adjusted. The comparison uses different months: May–Jul 2026 versus Mar–May 2025.What is happening in the wider market
Broad signals for your industry and region.
Why the evidence quality is Medium
Evidence quality describes the official sources. It does not measure how closely the range fits this vacancy.
- The London pay adjustment for this exact occupation was unusually large (+32.3% against the UK occupation benchmark), so we used the broader occupation group's adjustment instead (+24.2% against the UK occupation benchmark).
- The current industry wage-movement update passed PayPrecise quality checks.
Things to keep in mind
- The broader regional factor reduces false precision, but the London software market remains fragmented by sector, stack and role scope.
Some official evidence is broader or less precise. The rating does not measure how closely the range fits this vacancy. Check duties, hours, base pay and internal pay position.
Sources and assumptions
Salary plus standard employer Class 1 NI and a 3% qualifying-earnings workplace-pension planning baseline. Figures treat the selected earnings amount as annual salary; they do not add a separate bonus or commission budget. Employment Allowance, special NI reliefs, levy, benefits and other organisation-specific costs are excluded.
Standard employee PAYE estimate using the PayPrecise shared 2026/27 tax/NI engine, with no pension or student loan. Figures treat the selected earnings amount as annual salary; separate bonus or commission timing is not modelled. Scotland uses a Scottish-taxpayer illustration but actual status depends on residence.
Evidence used
View source and calculation notes
Official source: ONS Annual Survey of Hours and Earnings (ASHE).
Salary calculation: ASHE supplies the occupation and regional salary anchor. The detailed four-digit London factor crosses PayPrecise’s extreme-factor guardrail, so the broader three-digit regional occupation factor is used. PayPrecise applies the defined AWE regular-pay factor (+3.1%) using May–July 2026 versus Mar–May 2025. The selected scenario is centred on P50. Each option stays inside its own AWE-adjusted evidence span; the evidence cards show the selected option. PAYE RTI and vacancy evidence do not alter this range. The comparison spans different months and is not seasonally adjusted. It is an indicative pay-freshness adjustment, not a like-for-like annual growth rate or a new official salary benchmark.
Industry update: ONS EARN03 (K5ET) · +3.1% · May–July 2026 vs Mar–May 2025 · Three-month non-seasonally-adjusted regular-pay index comparison.
Hiring positions: Control budget targets P35; balanced market position targets P50; higher market position targets P60. These percentile targets centre each scenario; they are not the percentile of every salary in its range. The advert band is capped at 20% of the representative salary.
Report reference: Public sample benchmark · Report format v84.9.30.2
Detailed calculations and supporting data are available in your online report.
Technical audit identifiers
Customer-specific report IDs, secure access tokens and calculation hashes are intentionally omitted from this public sample. The live paid report carries its own technical audit identifiers.
Public sample benchmarkemployer-range-v1.2.3-fixed-anchor-awe-refresh+contracted-hours-v1.0employer-compensation-economics-v1.0Before you publish the vacancy
- Confirm the duties match the occupation used.
- Check experience, responsibilities and internal pay.
- Check contracted hours, applicable minimum wage and base pay; confirm extras separately.
- For roles with substantial bonus or commission, benchmark base pay separately; show guaranteed salary and variable pay separately in the advert.
- Record why you choose a salary outside the suggested range.
Use the range. Keep the evidence.
This benchmark is designed to support a vacancy salary decision, not replace organisation-specific reward policy, internal equity review or professional advice where required.