Why the pay measures differed
ONS reported annual regular-earnings growth of 7.8% for April to June 2023, then the highest comparable rate since the series began in 2001. Total earnings grew by 8.2%, with NHS one-off bonus payments affecting that measure. Both figures were averages for the reported period, not a universal increase received by every employee.
The distinction matters when someone compares a current package with a prospective offer. A one-off payment can change a particular payslip without changing future basic salary. Our recruitment interpretation is to establish what recurs, what is conditional and what has already been paid, rather than negotiating from a single annual-growth headline.
Compare recurring pay with recurring pay
A salary discussion should separate base salary, allowances, bonus eligibility and contracted hours. Ask what the candidate expects from a move and which elements an employer is authorised to offer. A recruiter should not assume that an economy-wide total-pay figure represents the going rate for a specific NHS-adjacent role or private healthcare assignment.
Benchmarking also needs a consistent reference period. Record when the comparison was made and whether the information concerns advertised salary, an accepted offer or a reported expectation. Where a payment is unusual, explain the limitation plainly. This reduces the risk that a commercial conversation turns a temporary statistical effect into a permanent pricing assumption.
Keep the package description consistent
Key Med can assist recruitment administration and candidate engagement by organising remuneration information in a consistent, approved format. Researchers can gather role-relevant evidence and prepare an exception summary for the hiring team. Support can also include checking that advertised details and interview notes describe the same package before an offer is discussed.
Agree an escalation route for questions about pay structures, benefits or contractual interpretation. Those decisions belong with the employer and its appropriate advisers. A controlled workflow can make the underlying information easier to assess, while avoiding unsupported claims that a national wage statistic establishes a legally required rise or guarantees the success of a candidate negotiation.
The source material
- Labour market overview, UK: August 2023 ↗Office for National Statistics · 2023-08-15
Contains Office for National Statistics information licensed under the Open Government Licence v3.0.
Retrospective briefing · Published 4 November 2026. Historical figures and measures describe their period; consult current official guidance before acting. This article provides operational context. Legal, immigration, clinical and financial decisions need the responsible organisation’s qualified advisers.
