96.9%in place
96.9% of organisations in the lumi HR community have total rewards strategy pillars in place (base: 257 UK organisations, 2026 H1).
Figures describe organisations in the lumi HR community, not a random sample of UK employers.
How UK organisations answered
| Answer | Share of organisations |
|---|---|
| Base pay | 47.1% |
| Variable pay / incentives | 38.1% |
| Equity / long-term incentives | 39.7% |
| Benefits (health/wealth) | 37.4% |
| Wellbeing programmes | 33.9% |
| Career development | 44.4% |
| Recognition | 44.4% |
| Flexible / personalised benefits | 40.5% |
| None / no formal total rewards strategy | 3.1% |
Definition
Which reward components the strategy formally covers, from base and variable pay to wellbeing and recognition; select all. See the methodology for how the base is built, how not-applicable answers are handled, the public floor, and which organisations are excluded.
Read more
- Reward strategy and communication: UK benchmark 2026: the research paper this question is analysed in, with the full distribution, the legal context and what it means for reward decisions.
- Governance & transparency: research, guides and metrics: everything lumi publishes in this area.
Cite this figure
Last updated 19 September 2026 · Data licence: CC BY 4.0 for the figures in the CSV download.
Source: lumi HR, UK Reward Metrics, September 2026, lumihr.co.uk/metrics/total-rewards-strategy-pillarsLast 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