Press Statement: 2023

1st November 2023


As of 1st November 2023, we again release named salary results for 3 core industry roles.


Throughout 2023 we have regularly engaged with the Pay 100 Instagram community, with discussion ranging from working conditions and pay, through to wellbeing and architectural education. We have been in contact with groups such as the Future Architects Front and Section of Architectural Workers, without whom the success of our newfound transparency would not have been possible.

This year we introduced ourselves to the 350 practices submitted into our 2022 survey. We provided an update on opportunities for them to become involved with the Pay 100, such as accreditation, or advertising employee benefits alongside their 2023 survey listing. Our aspiration going forward is heightened engagement with practices, to build on what we have begun as an industry striving for improved financial conditions amongst an ever-challenging economy.

Since our initial publishing, we have received significant feedback from employees actively referencing our survey results when applying for new roles or negotiating with their existing practice. We have also had direct feedback from recruiters, as well as tutors at UK architecture schools, who have used our survey for the purpose of assisting students in employment preparation.

Key improvements to our 2023 survey include:

  • An enhanced ranking system, changing the way in which practices are listed. Practices are now grouped together and assigned the same ranking number per salary level, as opposed to alphabetically.
  • An opportunity for practices to advertise the benefits they offer employees alongside their survey listing.
  • Reported unpaid overtime.
  • Minimum requirement Living Wage thresholds for RIBA Chartered Practices, as outlined by the RIBA, defined by the Living Wage Foundation.


We thank all those who have supported us and contributed towards improving the profession.

Read more from Dezeen

Read more from the Architects’ Journal


View our latest survey results here

Are you an employer? Click here for the Pay 100 employer area 

Press Statement: 2022

1st November 2022


As of 1st November 2022, we, the Pay 100: UK Architecture Salary Advocate release named salary results for the following 3 roles: 

  • Part I Architectural Assistant with less than 3 years of experience, 
  • Part II Architectural Assistant with less than 3 years of experience,
  • Architect/ Architectural Designer with less than 5 years of experience.

We see this as a pivotal moment, marking an active move towards financial improvement across the profession. We truly hope that the Pay 100 results incentivise and inspire healthy competition for employers and employees alike.



After receiving a significant number of entries, from Part I Architectural Assistant to Director level, we are thankful for all those who have taken part in this progressive act of change.

As expected, our first snapshot illuminates that there is indeed salary disparity between practices. We see this as a positive opportunity for those appearing further down in the Pay 100 rankings, to actively appeal to potential employees whilst working towards becoming an Accredited Pay 100 Employer, and enjoying the long-term benefits of cultivating truly valued employees. 



The Pay 100 aspire to revolutionise the UK architectural industry in a number of ways, inclusive of the following:

  1. Encouraging – financial improvement across the entire profession.
  2. Incentivising – practices to compete financially to attract the best talent.
  3. Reducing – potential fee-undercutting between practices, so as those who truly value their employees are more likely to win work, and in turn become more profitable.
  4. Encouraging – wages to begin to keep up with inflation.
  5. Combatting – pay inequality.
  6. Providing – a tool for recruitment professionals that actually appeals to potential employees, therefore allowing said potential employees to specifically target applications towards the most financially desirable prospective employers.
  7. Encouraging – healthy role promotion within practices, so as those who have invested significant time in their role are compared less against others under the same title.
  8. Helping – employers improve the success of their business via more satisfied employees and increased staff retention.


Going forward, we welcome applications from further sponsors who believe in our cause. We also welcome support from professional bodies such as the ARB and RIBA, as we are happy to collaborate with all those that desire to work towards a positive common goal. 

With further support, our team may be able to take further steps towards financially uplifting the profession, using the power of data to set active targets and engage with all those involved via healthy discourse. 


View our latest survey results here

Are you an employer? Click here for the Pay 100 employer area