As we approach budget planning for 2026/27, many finance leaders are grappling with a familiar challenge: how to set competitive salaries that attract and retain talent while managing tight budgets. Recent discussions in our discussion forums highlight how this is a pressing concern for CFG members, particularly as organisations balance cost of living pressures with sustainable financial planning.
The good news? There are several comprehensive salary surveys available that can help you benchmark your organisation's pay structures against sector norms.
Essential Resources for Salary Benchmarking
Harris Hill Salary Survey 2025 remains the most comprehensive free resource, covering over 200 positions across finance, HR, operations, digital/IT and more. What makes it particularly valuable is the ten-year trend analysis stretching back to 2015, allowing you to see how roles have evolved.
CharityJob Salary Report 2025 offers robust data based on 55,000 roles advertised on their platform, and you can download their summary for free which includes headline salary benchmarks by role, seniority and charity size, or purchase the full report for more detailed analysis.
For more specialised insights, TPP Recruitment's Non-Profit Salary Survey 2024 focuses on office support, data, administration, operations, HR and finance roles, while Executive Recruitment provides individual guides for director and head-level positions across the UK. Understanding Recruitment NFP's Digital, Data & Tech Report 2025 is also useful if you're benchmarking technology roles.
ACEVO’s 2025 ‘Pay and equalities’ survey also provides a comprehensive breakdown of the sector’s CEO remuneration packages, examining chief executive salaries, benefits and job satisfaction in detail. The report also explores the level of equality and diversity in our sector’s leadership, and satisfaction levels in the make-up and performance of boards, and could be particularly useful for trustees.
The ‘cost of living’ question
Cost of living awards have also been brought up regularly in our discussion forums, and understandably so in a difficult wider economic environment. With inflation impacting staff at all levels, many organisations implemented one-off payments or percentage increases in recent years. As you plan for 2026/27, it could be important to consider whether these temporary measures should transition into permanent salary adjustments, and how this aligns with your benchmarking data.
The key is finding balance: salaries competitive enough to retain and support your team, yet sustainable within your funding constraints. These free surveys provide the evidence base you need to make informed decisions and, crucially, to explain those decisions to trustees and staff alike.
Whether you're reviewing entire pay scales or addressing specific recruitment challenges, taking time now to benchmark properly will strengthen your 2026/27 budget proposals and support long-term workforce planning.