Pay you can defend.
We benchmark pay and build the structures behind it, for organisations that have to explain their decisions to a board, a remuneration committee, a union, a partner group, or the person asking for a rise. We are deepest in housing associations and charities, and we price roles in any sector.
- 1.5 million UK salary records in our own database
- Since 2004 pricing the same roles in the same sectors
- {{TODO: client count. Flagged: to supply later.}} organisations advised
One database. Two ways to buy it.
The dashboard, from £250 a month.
Standard roles in a defined sector. Self-serve, 48 hours from sign-up to first results, with discounts for not-for-profits. A specialist still checks the numbers before you see them.
A project, priced per role.
Roles that are genuinely unusual, or two jobs stuck together. Organisations sitting across more than one sector. Senior and board-level pay that has to be evidenced to a committee. We read the job descriptions, interview the stakeholders, and hand you a range you can defend in the room. Tell us the roles and you get a fixed price back in {{TODO: N. Flagged: to supply later.}} working days, before you commit to anything.
Both, which is what most people need.
The dashboard across the organisation, us for the handful of roles that keep coming back. Ordinary roles are not always easy roles: pricing a senior associate is straightforward, and explaining to a partner why his sits at the median is not. If the number is simple and the room is hard, start with the dashboard and bring us the room.
A rule, rather than a feeling.
The dashboard is cheaper and just as good, and we will say so. Where the output has to survive a challenge, a project earns its fee. Tell us the roles and we will put you on the right side of that line, including when the right side is the cheap one.
Overpaying by 1% costs £10,000 for every £1m of paybill.
And it recurs. An overpayment is not a one-off cost, it is a line in next year's budget and the year after that. It runs the other way too: underpay someone good and they leave.
Mispricing does not arrive evenly across a paybill. It clusters: three roles a manager pushed, one grade that drifted, one function where the market moved while you were looking elsewhere.
Reward is complex, politically sensitive and easy to get wrong. That is precisely where we come in.
- Pay & benefits benchmarking. A defensible market rate for the roles you cannot price off a survey.
- Pay & grading structures. A structure your managers can explain and your finance director can budget.
- Job evaluation & levelling. Role mapping in clear English, tested by managers rather than imposed on them.
- Gender, ethnicity and disability pay gap reporting. The figures, the narrative and the action plan behind them.
- Equal pay audits. A different exercise from gap reporting, and the one that has to survive a challenge.
The hard part of a reward project is rarely the analysis. It is the six conversations afterwards, so we stay for those.
We know your sector because we have priced its roles every year for twenty years.
Housing associations.
Regulated landlords, care and support arms, and the pay pot squeezed by the rent settlement.
Southern Housing, Moat, Accent, Thrive Homes, Fairhive, Coastal Housing Group, Selwood Housing, ISHA, Saffron Housing, HYELM.
Charities and not-for-profits.
From grassroots to household names, where pay has to be fair, affordable and explicable to a board and to donors.
Samaritans, Mind, St Mungo's, Amnesty International UK, Centrepoint, Hestia, Versus Arthritis, Motor Neurone Disease Association, Turning Tides, Single Homeless Project.
Regulated and membership bodies.
Where pay is scrutinised by people who did not set it.
The CBI, Financial Ombudsman Service, Financial Services Compensation Scheme, London & Partners, Equity Release Council, the National Institute of Economic and Social Research.
And elsewhere.
Professional services, museums and culture, research and biotech. Our smallest client has {{TODO: N. Flagged: to supply later.}} employees, our largest {{TODO: N. Flagged: to supply later.}}. If you cannot see anyone your shape, ask.
Unresolved before launch{{TODO: confirm every named client is content to be named on a sector page. A named client is a stronger claim than a logo in a wall and needs asking. Flagged: to confirm later.}}
We read the job, not the job title.
Then we find the market it actually competes in, price it against live UK advertised pay and published survey data, and tell you how much weight to put on the answer. Where the sample is thin, we say so, in a sentence rather than a footnote.
You get the specialist, not a junior analyst.
There are four of us. Rachel has thirty years in reward and is an ACAS Independent Expert in Equal Value. Millie leads the benchmarking and market research. Phirtia runs the database behind it, and classifies every role in it. Rebecca keeps the whole thing running.
You will speak to the person doing the work. There is no partner markup and nobody hands your project down.
"TwentySix's pay data and market insights have helped us to recruit and retain talent as a startup in the competitive biotech market. The data also gives the people team the tools we need to have conversations with senior managers and colleagues at pay review time, with support from TwentySix if we need it."
Lynn Phillips, Global Head of People, DNA Electronics
Organisations we work with
Housing associations
- Southern Housing
- Moat
- Accent
- Thrive Homes
- Fairhive
- Coastal Housing Group
- Selwood Housing
- ISHA
- Saffron Housing
- HYELM
- Orwell
- Peter Bedford Housing Association
- Two Saints
Charities and not-for-profits
- Samaritans
- Mind
- St Mungo's
- Amnesty International UK
- Centrepoint
- Hestia
- Versus Arthritis
- Motor Neurone Disease Association
- Turning Tides
- Single Homeless Project
- Yorkshire Cancer Research
- Guy's & St Thomas' Foundation
- Camphill Village Trust
- Gamble Aware
Regulated and membership bodies
- The CBI
- Financial Ombudsman Service
- Financial Services Compensation Scheme
- London & Partners
- Equity Release Council
- National Institute of Economic and Social Research
And elsewhere
- Carterwood Analytics
- Birmingham Museums Trust
- Explore York
- DNA Electronics
Ready to get pay right?
Whether you need a one-off benchmarking project, a complete reward overhaul, or a monthly intelligence subscription through Zigbert, TwentySix has the expertise and the tools to help you get there.
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From benchmarking to full reward frameworks, let our consultants take the complexity off your plate.
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