Sales deck

lumi in twelve slides.

What it benchmarks, how it works, what the data says this quarter, and what it costs. Open it full screen and click through, or read it as a page.

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The slides

The whole deck, in reading order.

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  1. lumi · UK reward benchmarking

    The rest of reward, benchmarked.

    Pension, leave, family policy, health cover, incentives, wellbeing and reward governance, benchmarked against the UK organisations that shared their reward data with lumi. Every figure with its sample size. Nothing shown below five organisations.

    Sales deck · September 2026 · lumihr.co.uk

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  2. The problem

    You’ve nailed pay. The rest is a guess.

    Base pay has a survey. The rest of reward, which is what people notice and where policies differ most, sits in a PDF from months ago, in a consultant’s proposal, or in nobody’s hands at all.

    • A survey is a snapshot in one peer cut, delivered months later as a PDF.
    • A consulting engagement is a scoping call, a proposal, a quarter’s wait and a PDF, finished the day it arrives.
    • The board asks on a Tuesday afternoon, not when the next survey lands.
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  3. What lumi is

    Everything except base pay.

    lumi benchmarks organisational reward practice and policy for UK organisations and shows a member where they sit against their peers on each measure, with the sample size printed on every figure. It runs alongside the salary survey you already have.

    • 269contributing UK organisations
    • 14sectors, manufacturing to charity
    • 317metrics across eight areas of reward
    • 5the floor: nothing shown below five organisations
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  4. Coverage

    317 metrics, eight areas.

    From how pay is set and explained to what the pension pays, what leave looks like, what protection is in place and what a bonus is worth. The full list is public on the metric register.

    • Pay practice59
    • Governance & Transparency57
    • Time Off & Family50
    • Incentives & Recognition44
    • Benefits & Lifestyle44
    • Health & Protection24
    • Pensions & Savings22
    • Wellbeing17

    Counts as at the August 2026 release · lumihr.co.uk/register

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  5. How it works

    Five stages. The fifth returns you to the first.

    1. 01

      Set the strategy

      Where you lead, where market is fine, and where you have decided not to compete. Everything else is measured against this.

    2. 02

      Tell us what you actually do

      Policies, not people. A questionnaire of about an hour, no HRIS integration, no employee records.

    3. 03

      See the distance

      Every answer becomes a position: the distribution, your percentile, and a read anyone can repeat in a meeting.

    4. 04

      Fix the things you said you cared about

      Gaps ranked by distance from your stated intent, with the cited case for each.

    5. 05

      Then it watches

      Your position is re-read whenever a member’s data lands, and you hear when the distance opens again.

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  6. Where you stand

    One rule, three words.

    Every answer is placed on a percentile against your peer group. Percentile means the midrank: the share of peers below you plus half of those level with you, so lumi never claims P0 or P100.

    • Below market · under P35
    • On market · P35 to P65
    • Above market · above P65

    Where the data rests on fewer than five organisations you are told, not shown a guess.

    One benchmark card in close up: the peer distribution with the organisation's own answer highlighted, a plain-English read, the percentile chip and n=39.
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  7. Signals

    You don’t check it. It checks you.

    A signal fires when something crosses a threshold: your percentile moves band, or a gap to the market widens. Signals are ranked by distance from what you said you wanted, and the right people hear by email, evidence attached.

    Whenever a member’s data lands, not once a year.

    Two signals: maternity and adoption pay and occupational sick pay flagged below the peer median, each with its evidence, sample size and save, snooze or dismiss actions.
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  8. Pulse

    When nobody has the answer, ask the community.

    A Pulse is a short, time-boxed question to the membership. You bring the question, lumi runs it, members opt in, and everyone who answers sees the result. Same rule as everything else: nothing shown below five organisations.

    If the question turns out to matter, it graduates into the core at the next release. One Pulse launch is included in membership.

    A Pulse in the product: a short question put to the membership, with the responses so far and the days left to answer.
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  9. The board pack

    Board pack the same day.

    One click to a cited, print-grade board pack: your position on every area, the gaps against your stated strategy, and the sample size on every figure. Download it as a PDF or share a read-only link.

    The reward strategy and plan is a document of the same kind, kept in place all year rather than rebuilt for March.

    See the sample board pack and example PDFs

    The Reward Strategy and Plan document: a navy cover page with areas benchmarked, commitments off strategy and proposed actions, with version history and Save as PDF.
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  10. What the data says

    Six readings from the benchmark.

    • 24 daysmedian annual leave, excluding bank holidaysn=260
    • 5.0% to 6.0%median employer pension contribution, frontline to boardn=269
    • 69%enhance maternity pay above statutory; among those that do, the median enhancement runs 13 weeksn=256 / n=173
    • 44%offer statutory sick pay onlyn=257
    • 20%have a documented approach to pay transparencyn=269
    • 2.8%median pay rise planned for the next review, down from 4.7% awarded two years agon=213 / n=208

    All six from the lumi benchmark snapshot of 11 June 2026, a pool of 269 organisations, each with its own sample size. Published in full at lumihr.co.uk/insights.

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  11. Trust

    Where the data comes from, and where it goes.

    The reward data of UK organisations that shared it with lumi directly, quality-assured against an anchor register of graded published UK sources where one exists. As members join, their answers join the same pool.
    • Hosted on Amazon Web Services, United Kingdom (London). UK GDPR.
    • Multi-factor authentication enforced for every user.
    • Cyber Essentials certified, recertification due 7 September 2027.
    • Policies, not people: no employee records, no HRIS integration, a questionnaire for IT to review.
    • Members see anonymised aggregates only. Nothing shown below five organisations, on screen, in an export or in a board pack.
    • Your data exports any time as CSV, Excel or PDF. Never sold, never used to train AI models.

    Every document your data protection team will ask for is at lumihr.co.uk/trust.

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  12. Next step

    Thirty minutes, on your own numbers.

    Book a call and we will walk through the benchmark on the areas you care about, and what your first submission looks like.

    Book a call See a sample board pack hello@lumihr.co.uk

    Made in the UK · built by its members

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Seen enough?

Thirty minutes on your own areas is the quickest way to know whether this is for you.

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