Three earnings measures, three uses
For October to December 2024, ONS reported annual regular-earnings growth of 5.9% and total-earnings growth of 6.0%. Using CPIH to adjust for inflation, both measures grew by 2.5%. The release distinguished money earned from its purchasing power and provided context for comparing the survey-based earnings series with administrative payroll information.
Each measure answers a different question. Total earnings include elements excluded from regular pay, while an inflation-adjusted series describes changes in purchasing power. Our recruitment interpretation is to state the measure explicitly and avoid switching between them to support a preferred negotiating position. None is a direct estimate of the salary required for one role.
Compare packages on a consistent basis
A recruitment benchmark needs an occupational and geographic match as well as a date. Record seniority, hours, responsibilities and any allowances included in the comparison. If a client cites a national percentage to justify its range, ask whether the underlying measure describes basic pay or something broader, and whether the relevant local market tells a similar story.
Candidate evidence should be useful without becoming intrusive. Capture the expectations relevant to the prospective role and the source of any benchmark, rather than collecting unnecessary financial detail. When comparisons differ, present the reasons and the limits. An employer can then decide whether to change pay, scope or recruitment timing on a clearer basis.
Keep the benchmark assumptions dated
Key Med can support talent research and recruitment administration by organising comparable role information and maintaining a consistent briefing format. Candidate-engagement support can gather approved expectation data and highlight exceptions. Pay policy, contractual terms and any financial commitment remain decisions for the employer and its appropriate advisers, rather than being inferred from a statistical average.
Start with a small set of comparable roles and agree the fields required before research begins. Review conflicting evidence with the hiring team and keep the decision record alongside the brief. This creates a repeatable benchmarking process without representing a support team as an independent pay authority or promising that a revised range will secure a hire.
The source material
- Labour market overview, UK: February 2025 ↗Office for National Statistics · 2025-02-18
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.
