Headline reward practice figures from the lumi HR community
One page per metric: the national headline, the distribution behind it, its base and fieldwork window, and a citation. Figures describe organisations in the lumi HR community, not a random sample of UK employers.
Last updated 19 September 2026 · Fieldwork 2026 H1 · Figures licensed CC BY 4.0 via the CSV download. Method: methodology.
Benefits & Lifestyle
Eligibility criteria for business need company car
of organisations selected “Business need”
base 231 · 2026 H1Low-emission or electric vehicles mandated or prioritised
of organisations answered “No”
base 260 · 2026 H1Company cars as a status or grade-based benefit provision
of organisations answered “No”
base 259 · 2026 H1Cash allowance offered instead of a status car
of organisations answered “No”
base 262 · 2026 H1Employee benefits reviewed regularly to assess relevance
of organisations answered “No”
base 220 · 2026 H1Average redundancy cost (x monthly base salary)
of organisations answered “3x-4x”
base 235 · 2026 H1Notice handling approach in redundancy situations
of organisations answered “Payment in lieu of notice (PILON) is typically used”
base 199 · 2026 H1Redundancy pay calculation basis
of organisations answered “Basic salary + contractual allowances”
base 202 · 2026 H1Selection criteria for redundancy documented and objective
of organisations have it in place
base 258 · 2026 H1Redundancy outcomes review for fairness and bias
of organisations have it in place
base 244 · 2026 H1Outplacement or career transition support offered
of organisations have it in place
base 259 · 2026 H1Line managers trained to manage redundancy conversations
of organisations have it in place
base 250 · 2026 H1Redundancy pay terms offered
of organisations answered “Enhanced redundancy pay (standard formula)”
base 262 · 2026 H1Maximum redundancy pay multiple offered, excluding notice
of organisations answered “More than 1.5× to 2×”
base 98 · 2026 H1Maximum number of weeks' pay used to calculate redundancy
of organisations answered “13–26 weeks”
base 96 · 2026 H1Benefits currently offered
of organisations selected “Life assurance”
base 267 · 2026 H1Benefit costs tracked centrally as part of total reward
of organisations have it in place
base 267 · 2026 H1Benefits enhanced for cost-of-living or market pressure
of organisations have it in place
base 267 · 2026 H1Employer-funded PMI eligibility rate
of organisations answered “10–24%”
base 185 · 2026 H1Salary sacrifice arrangements participation rate
of organisations answered “10–24%”
base 219 · 2026 H1Paid study time for funded qualifications
of organisations have it in place
base 208 · 2026 H1EV home charging reimbursement rate (pence per kWh)
of organisations have it in place
base 243 · 2026 H1Company car eligibility mileage requirement
of organisations have it in place
base 213 · 2026 H1Trans-inclusive health/benefits support
of organisations have it in place
base 246 · 2026 H1Relocation support availability
of organisations answered “Yes – case by case”
base 253 · 2026 H1Personalised/flexible benefits allowance
of organisations have it in place
base 267 · 2026 H1Reasonable-adjustment process for benefits access
of organisations answered “No”
base 264 · 2026 H1EV-only restriction on salary-sacrifice cars
of organisations answered “EV-led (EV prioritised)”
base 97 · 2026 H1Public transport subsidy beyond season-ticket loans
of organisations answered “Neither”
base 264 · 2026 H1Benefits supporting sustainable choices
of organisations have it in place
base 72 · 2026 H1Contractor access to employee benefits
of organisations answered “None”
base 266 · 2026 H1Enhanced voluntary redundancy terms
of organisations answered “Same as compulsory terms”
base 168 · 2026 H1Early-retirement / pension-bridging support
of organisations answered “No”
base 265 · 2026 H1Governance & Transparency
Formal pay progression policy within bands
of organisations have it in place
base 258 · 2026 H1Pay decisions reviewed for fairness before implementation
of organisations have it in place
base 267 · 2026 H1Exceptions to standard pay rules formally documented
of organisations have it in place
base 267 · 2026 H1Pay compression and internal equity review
of organisations have it in place
base 267 · 2026 H1Incentive outcome review by characteristic
of organisations have it in place
base 267 · 2026 H1Documented pay transparency approach or policy (in place)
of organisations have it in place
base 267 · 2026 H1Employees have access to pay ranges for their grade/role family
of organisations have it in place
base 267 · 2026 H1Pay range publication on job adverts
of organisations have it in place
base 267 · 2026 H1Pay transparency readiness assessment
of organisations have it in place
base 267 · 2026 H1Formal pay ranges defined for all permanent roles
of organisations have it in place
base 267 · 2026 H1Pay ranges linked to a job evaluation framework
of organisations have it in place
base 267 · 2026 H1Progression eligibility linked to performance outcomes
of organisations have it in place
base 227 · 2026 H1Salary positioning guidelines on promotion
of organisations have it in place
base 267 · 2026 H1Pay progression basis outside the annual review
of organisations have it in place
base 267 · 2026 H1Typical maximum pay increase for promotions
of organisations answered “6–9%”
base 267 · 2026 H1Total rewards strategy refresh recency
of organisations have it in place
base 252 · 2026 H1Reward and benefits communication plan (Annual)
of organisations have it in place
base 264 · 2026 H1Reward communications effectiveness measurement
of organisations selected “Open/click metrics (email/digital)”
base 240 · 2026 H1EU Pay Transparency Directive readiness
of organisations answered “Not started”
base 265 · 2026 H1Published equality action plan coverage
of organisations have it in place
base 265 · 2026 H1Equal-value role grouping readiness
of organisations answered “In progress”
base 263 · 2026 H1AI in pay decisions: governance level
of organisations answered “No AI use”
base 266 · 2026 H1Ethnicity and disability pay gap readiness
of organisations have it in place
base 228 · 2026 H1Umbrella and agency worker reward checks
of organisations answered “No checks”
base 167 · 2026 H1Dismiss-and-rehire policy position
of organisations answered “No policy”
base 262 · 2026 H1Dedicated reward team size (FTE)
of organisations answered “Shared HR/reward role”
base 265 · 2026 H1Final sign-off on the annual pay decision
of organisations answered “HRD”
base 264 · 2026 H1Benefits linked to defined objectives
of organisations answered “Objectives not reviewed”
base 267 · 2026 H1Differentiated reward for AI/digital talent
of organisations answered “No”
base 264 · 2026 H1Equality impact assessment on reward changes
of organisations answered “No”
base 264 · 2026 H1Naming outsourced-worker providers in GPG report
of organisations have it in place
base 229 · 2026 H1Health & Protection
Private medical insurance (PMI) eligibility rules
of organisations answered “Grade/level restricted”
base 185 · 2026 H1Life assurance cover (main population)
of organisations have it in place
base 237 · 2026 H1Income protection salary replacement rate
of organisations have it in place
base 90 · 2026 H1PMI employee excess or cost-share
of organisations answered “No excess”
base 185 · 2026 H1Critical illness cover level (lump sum)
of organisations answered “Fixed lump sum”
base 59 · 2026 H1Standalone virtual GP service
of organisations answered “Yes all employees”
base 267 · 2026 H1Private cancer diagnostics and fast-track pathways
of organisations answered “No”
base 265 · 2026 H1Women's health support beyond menopause leave
of organisations answered “No”
base 264 · 2026 H1Flex-up of life or income protection cover
of organisations answered “No”
base 267 · 2026 H1Use of GIP rehabilitation services
of organisations answered “Rarely used”
base 71 · 2026 H1PMI scheme components beyond core cover
of organisations selected “Out-patient cover (consultations, diagnostics, scans)”
base 185 · 2026 H1Incentives & Recognition
Annual recognition budget per employee
of organisations answered “£26–£50”
base 252 · 2026 H1Typical value of an individual recognition award
of organisations answered “£51–£100”
base 207 · 2026 H1Limits on recognition award frequency
of organisations answered “Yes – clear limits apply”
base 204 · 2026 H1Long service milestones recognised
of organisations selected “10 years”
base 85 · 2026 H1Measures used in your main bonus or incentive scheme
of organisations selected “Company financial performance”
base 150 · 2026 H1Gatekeeper metric for any bonus payout
of organisations have it in place
base 195 · 2026 H1Malus provisions used (reduce unpaid awards)
of organisations have it in place
base 195 · 2026 H1Primary objective of incentive schemes
of organisations have it in place
base 267 · 2026 H1Proportion of employees eligible for a bonus
of organisations answered “75%+”
base 267 · 2026 H1Types of long-term incentive plans offered
of organisations answered “Performance shares”
base 98 · 2026 H1Bonus deferral period and vehicle
of organisations answered “Shares/equity deferral”
base 63 · 2026 H1How the bonus pool is funded
of organisations answered “Bottom-up (target-based)”
base 143 · 2026 H1All-employee share plan (SAYE or SIP)
of organisations answered “Neither”
base 184 · 2026 H1ESG, safety or people measures in incentives
of organisations answered “No”
base 264 · 2026 H1Adjusting formulaic bonus outcomes
of organisations answered “Yes — by a committee, documented”
base 266 · 2026 H1Bonus payment timing after year end
of organisations answered “Within 3 months of year end”
base 263 · 2026 H1Retention or project-completion bonuses
of organisations answered “No”
base 264 · 2026 H1Pay
Allowances reviewed within reward governance
of organisations have it in place
base 248 · 2026 H1Allowances differentiation by role level
of organisations have it in place
base 242 · 2026 H1Location of remote employees permitted to work from
of organisations answered “Anywhere in the UK”
base 208 · 2026 H1Home-working expenses typically reimbursed or covered
of organisations selected “IT equipment (laptop, screen, kit)”
base 262 · 2026 H1How often employees are typically paid
of organisations answered “Monthly”
base 224 · 2026 H1Shift premiums paid for unsocial hours
of organisations have it in place
base 216 · 2026 H1Remote working base pay treatment
of organisations answered “Base pay is protected”
base 121 · 2026 H1Location typically used to determine base pay for remote roles
of organisations answered “National pay rate (location-agnostic)”
base 223 · 2026 H1How remote roles are benchmarked
of organisations answered “Against national market rates”
base 217 · 2026 H1Remote-role pay decisions reviewed for consistency
of organisations answered “No”
base 211 · 2026 H1Pay premiums or discounts for remote roles
of organisations answered “No specific premiums or discounts”
base 220 · 2026 H1Top performers checked as above market median
of organisations answered “No”
base 267 · 2026 H1Hourly workers paid if scheduled shifts are cancelled
of organisations have it in place
base 217 · 2026 H1Guaranteed minimum hours (hourly-paid)
of organisations have it in place
base 239 · 2026 H1Sources used for external pay benchmarks
of organisations selected “Consultancy salary surveys (e.g., Mercer/WTW/Aon, Croner, Agenda Consulting)”
base 267 · 2026 H1Allowances or premiums currently paid
of organisations selected “Acting-up allowance”
base 262 · 2026 H1Allowances consolidated into base pay at any point
of organisations have it in place
base 261 · 2026 H1Annual pay budget setting factors
of organisations selected “Affordability / budget constraints”
base 267 · 2026 H1Pay increases differentiated by performance rating
of organisations answered “No – flat or near-flat”
base 257 · 2026 H1External pay and benefits benchmarking approach
of organisations have it in place
base 262 · 2026 H1Advance notice given for shift patterns
of organisations answered “2 or more weeks”
base 211 · 2026 H1Typical payment per week of IT / Technology standby cover
of organisations answered “No standby allowance paid”
base 83 · 2026 H1Typical payment per week of Engineering & Maintenance standby cover
of organisations answered “No standby allowance paid”
base 74 · 2026 H1Typical standby payment for one weeknight of cover
of organisations answered “No standby allowance paid”
base 131 · 2026 H1Target pay position in range for fully competent performers
of organisations answered “At midpoint (100%)”
base 158 · 2026 H1Shift notice and cancellation pay for zero-hours workers
of organisations answered “Neither”
base 120 · 2026 H1Guaranteed-hours offers for zero- and low-hours workers
of organisations answered “No”
base 119 · 2026 H1Real Living Wage position
of organisations answered “At/above RLW – not accredited”
base 263 · 2026 H1Starting-salary positioning policy
of organisations answered “Below midpoint (minimum to mid)”
base 212 · 2026 H1Holiday pay method for irregular hours
of organisations answered “Accrued and paid when taken (52-week average pay)”
base 217 · 2026 H1Typical promotion pay increase policy
of organisations answered “Fully discretionary”
base 266 · 2026 H1Formal counter-offer policy
of organisations answered “No formal policy (handled ad hoc)”
base 265 · 2026 H1Geographic pay differentiation within the UK
of organisations answered “National single structure”
base 266 · 2026 H1Policy for pay at or above range maximum
of organisations answered “Frozen until range moves”
base 211 · 2026 H1Line-manager pay-decision training
of organisations answered “Guidance pack only”
base 263 · 2026 H1Apprentice/graduate pay progression framework
of organisations answered “Ad hoc”
base 209 · 2026 H1Acting-up pay policy
of organisations answered “Formal allowance or uplift policy”
base 264 · 2026 H1Agency worker benefits beyond the AWR minimum
of organisations answered “Statutory only”
base 199 · 2026 H1Seasonal-peak premium or retention bonus
of organisations answered “Peak premium”
base 100 · 2026 H1Pensions & Savings
Pension via salary sacrifice by default
of organisations answered “Yes”
base 267 · 2026 H1Earnings basis for pension contributions
of organisations answered “Qualifying earnings (band)”
base 263 · 2026 H12029 salary sacrifice cap impact assessed
of organisations answered “Not yet”
base 220 · 2026 H1Intended response to the 2029 salary-sacrifice reform
of organisations answered “Maintain scheme unchanged”
base 210 · 2026 H1Employer NIC savings shared with employees
of organisations have it in place
base 192 · 2026 H1Default contribution for auto-enrolled joiners
of organisations answered “Statutory minimum only”
base 235 · 2026 H1Mid-life MOT / retirement-planning support
of organisations answered “No”
base 262 · 2026 H1ESG or net-zero default pension fund
of organisations answered “Standard default”
base 203 · 2026 H1Temporary pension contribution flexibility
of organisations answered “No”
base 266 · 2026 H1Workplace savings alongside the pension
of organisations have it in place
base 264 · 2026 H1Help to Save promotion for eligible staff
of organisations answered “No”
base 264 · 2026 H1Time Off & Family
Expected workplace attendance for remote-eligible roles
of organisations answered “3 or more days per week”
base 253 · 2026 H1Time off in lieu (TOIL) as an overtime alternative
of organisations have it in place
base 265 · 2026 H1Maximum additional leave purchasable per year
of organisations have it in place
base 129 · 2026 H1Maternity & adoption pay vs statutory
of organisations answered “Enhanced pay (above statutory)”
base 254 · 2026 H1Enhanced shared parental pay
of organisations answered “No (statutory only)”
base 249 · 2026 H1Paid parental leave beyond statutory
of organisations answered “No (statutory unpaid only)”
base 260 · 2026 H1Paid emergency or compassionate leave
of organisations answered “Partially paid (case-by-case)”
base 241 · 2026 H1Paid study or exam leave
of organisations answered “Unpaid leave only”
base 254 · 2026 H1Paid volunteering leave
of organisations answered “No specific provision”
base 246 · 2026 H1Sabbatical and career break availability
of organisations answered “No specific provision”
base 259 · 2026 H1Dedicated paid menopause leave
of organisations answered “No specific provision”
base 258 · 2026 H1How UK bank holidays are treated
of organisations answered “Included within the annual leave allowance”
base 212 · 2026 H1Extra annual leave for length of service
of organisations answered “No”
base 254 · 2026 H1Carry-over of unused annual leave
of organisations answered “Yes - limited carry-over in specific circumstances”
base 249 · 2026 H1Occupational sick pay vs SSP
of organisations answered “Statutory sick pay only”
base 255 · 2026 H1Waiting period before occupational sick pay
of organisations answered “Yes - up to 3 days”
base 134 · 2026 H1Review of extended or repeated OSP cases
of organisations answered “Yes - some cases”
base 248 · 2026 H1Occupational sick pay reviewed against the April 2026 SSP reform
of organisations answered “Reviewing”
base 265 · 2026 H1Neonatal care leave above statutory
of organisations answered “Statutory only”
base 265 · 2026 H1Paid pregnancy-loss leave
of organisations answered “No specific provision”
base 265 · 2026 H1Paid carer's leave above statutory
of organisations answered “Statutory unpaid only”
base 266 · 2026 H1Return-to-work support after family leave
of organisations answered “Neither”
base 263 · 2026 H1Surrogacy parity with adoption
of organisations answered “Not addressed”
base 265 · 2026 H1Bereaved partner's paternity enhancement
of organisations answered “Statutory only”
base 262 · 2026 H1Flexible working patterns offered as standard
of organisations have it in place
base 264 · 2026 H1Annual leave donation between colleagues
of organisations answered “No”
base 264 · 2026 H1Remote working abroad (workation) policy
of organisations answered “Case-by-case”
base 264 · 2026 H1Wellbeing
Mental-health support provisions
of organisations selected “MH first aiders”
base 267 · 2026 H1Health screening or assessments offered
of organisations answered “No”
base 267 · 2026 H1Wellbeing strategy and review cadence
of organisations answered “No strategy”
base 267 · 2026 H1Wellbeing and health data tracked
of organisations selected “Absence rates”
base 267 · 2026 H1Documented financial wellbeing strategy
of organisations answered “Documented strategy”
base 267 · 2026 H1Cost-of-living interventions in the last 24 months
of organisations have it in place
base 264 · 2026 H1See how your organisation compares
Members see their own organisation against the peer group, by sector and size, on every metric.
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