UK reward metrics · Pay

How are remote roles typically benchmarked for market pay?

Source lumi HRBase 217 organisationsFieldwork 2026 H1

56.7%Against national market rates

56.7% of organisations in the lumi HR community answered “Against national market rates” on how remote roles are benchmarked (base: 217 UK organisations, 2026 H1).

Figures describe organisations in the lumi HR community, not a random sample of UK employers.

How UK organisations answered

Against national market rates 56.7% Against regional or local market rates 7.4% Against office-based comparator roles 20.3% Individually benchmarked 6.5% Not formally benchmarked 9.2%
How remote roles are benchmarked (base: 217 organisations, 2026 H1). Percentages percentages may not sum to 100 because of rounding.
How remote roles are benchmarked: share of organisations by answer
AnswerShare of organisations
Against national market ratescommon56.7%
Against regional or local market ratesrare7.4%
Against office-based comparator rolesalternative20.3%
Individually benchmarkedrare6.5%
Not formally benchmarkedrare9.2%

Common, alternative and rare describe how each answer sits against the community: the most chosen answer is common; an answer chosen by fewer than one in five organisations is rare.

Definition

The benchmarking basis for remote-role pay — national, regional/local, office comparators, individual, or not benchmarked. See the methodology for how the base is built, how not-applicable answers are handled, the public floor, and which organisations are excluded.

Cite this figure
Source: lumi HR, UK Reward Metrics, September 2026, lumihr.co.uk/metrics/how-remote-roles-are-benchmarked
Last updated 19 September 2026 · Data licence: CC BY 4.0 for the figures in the CSV download.

See how your organisation compares

Members see their own organisation against the peer group, by sector and size, on every metric.

Book a call