Gerrard White publishes employer-focused salary benchmark reports to support workforce planning, salary banding and hiring decisions across insurance, technology & change and legal. Each report brings together publicly available market information and Gerrard White’s own hiring insight to summarise base salary ranges, regional comparisons and the market signals influencing recruitment.
These guides are produced periodically and refreshed on a scheduled basis. If you need a faster, role-specific view for a live hire or salary review, we can provide a tailored benchmark on request.
What should a conveyancer in Kent, a legal PA in the City or a 7 PQE litigator in Surrey be earning right now? Our legal salary benchmarks cover private practice across London and the South East, from legal support through to salary partner, built from live vacancies, placements and what candidates tell us. Benchmark a role, plan a hire, or check your own market value.
Our 2026 report collates the most up-to-date insurance pricing data and live vacancy trends to reveal what insurers are really paying - from Graduate Pricing Analyst to Chief Pricing Actuary.
Our 2026 insurance risk & compliance guide collates the most up-to-date salary data on key roles reveal what insurers are currently paying for these types of roles.
What you’ll find in our salary benchmark reports
Designed for employers, our reports typically include:
Base salary benchmarks by role and level
Regional comparisons (e.g., London vs key UK regions)
Market signals affecting hiring and retention
Notes to support salary banding and workforce cost planning
Hiring priorities that influence attraction and acceptance
Need a tailored benchmark for your roles?
Our salary benchmark reports are produced for employers and hiring teams. If you’re hiring into a niche skillset, building a new team or reviewing salary banding, generic ranges can miss the realities that move offers. We provide employer benchmarks aligned to your job scope, location strategy and hiring urgency - so you can set competitive packages and reduce time-to-hire.
Typical support includes:
Role-specific benchmarking aligned to your job description
Location-based guidance and operating-model considerations (including hybrid expectations)
Insights on candidate availability and the levers that improve acceptance
Process recommendations to reduce counter-offer risk
