Fair, affordable, and explicable to your trustees.

Charity pay has to satisfy three audiences who want different things. Your people need to be paid enough to stay. Your trustees need to know it is defensible. And your donors need to believe none of it is extravagant. Getting all three right is a reward design problem, not a budgeting one.

We have worked with grassroots organisations and household names, and the same question comes up in both: how do we pay properly without either losing people or being written about?

What is specific about charity pay

• You compete with the private sector for finance, digital and fundraising, and with nobody at all for some frontline roles
• Restricted funding decides which roles can move and when, which makes a structure more useful than a pay award
• Pay transparency is arriving whether or not you are covered by the reporting thresholds, and your staff already talk about it
• The published sector data stops at the chief executive. ACEVO's survey covers CEO remuneration. Nothing covers the other ninety-nine per cent of your workforce

How we help

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Charities we work with

Samaritans, Mind, St Mungo's, Amnesty International UK, Centrepoint, Hestia, Versus Arthritis, Motor Neurone Disease Association, Turning Tides, Single Homeless Project.

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