Designed to give you clearer insights, faster analysis, and more relevant benchmarking — helping you make confident reward decisions in 2025 and beyond.
Gain Critical Sector Insights with the Innecto Annual Salary Surveys
Unlock actionable data to make informed pay and workforce decisions, tailored for your industry.
Participating in the 2025 Innecto Annual Salary Survey will give you access to valuable, sector-specific insights that will help your business make strategic decisions around pay, retention, and workforce planning. Whether you're in Performing Arts, Heritage, Regulatory, Railways, or Engineering, the 2025 surveys are designed to provide you with the data you need to stay competitive and align your compensation strategy with industry standards.
Why It Matters:
In today’s competitive landscape, having access to accurate, industry-relevant pay data can make all the difference. With the Innecto Annual Survey, you can make confident decisions that improve your workforce planning and ensure your pay strategy aligns with sector standards.
Available Surveys:
- Arts, Heritage & Culture: Understand the evolving compensation trends within theatres, museums, and cultural organisations. Tailor your pay strategies to attract and retain top talent in a highly competitive and unique sector.
- Regulators and Inspection Related Bodies: Benchmark against similar regulatory bodies to ensure your compensation structures are in line with industry standards, enhancing your ability to attract and retain skilled professionals.
- Rail Rolling Stock and Maintenance: Stay ahead of the curve in the rail sector with comprehensive data on workforce compensation. Ensure your pay scales are competitive for both operational and corporate roles across trains, underground systems, and more.
- Project Management, Engineering and Technical: Leverage data from the engineering sector to make informed decisions about recruitment, retention, and pay. Ensure your compensation strategies reflect the competitive landscape and attract top talent in a fast-evolving field.
Looking for something else? Suggest a new or niche sector survey
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Here’s how the 2025 cycle is shaping up:
The sooner you sign up, the sooner we can help tailor the right approach for your organisation. |
Key Dates:
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What You’ll Get:
Why now?
We know budgets are tight and the landscape keeps shifting — which is why reliable, relevant pay insight matters more than ever. Our surveys are designed to help you:
- Benchmark with confidence in niche, hard-to-source areas
- Avoid costly missteps in hiring, retention or budgeting
- Save time on internal analysis with ready-to-use data and commentary
- One decision made with good data can more than pay for participation
| Next steps
We’re inviting expressions of interest now, ahead of the full survey launch in July. If you'd like to reserve your place — submit your details below. No need to confirm full details yet. If you know a colleague or contact who would benefit from joining this year, feel free to pass this on — we’re always happy to talk. |
New for 2025:
Smart Content and Structure
Survey levels are aligned across sectors, and support and specialist functions are captured in a single input — saving you time and reducing duplication.
Clear Timelines
Each survey follows a defined schedule, with fieldwork and reporting windows aligned to give you greater clarity on when to expect results.
Powerful Insights
Reports include drill-down options by variables like organisation size, location and sector — providing deeper, more targeted analysis to support confident decision-making.
Salary Survey Service Levels
Top-level roles reporting to a Supervisory or Non-Executive Committee, with responsibility for the board and key functions across the organisation.
Roles with full operational and strategic responsibility for a core function, often overseeing divisional directors or heads of function. Specialisms identified where relevant.
Operational responsibility for a specific function below Board level, translating business strategy into tangible plans through leadership of senior managers or professionals. Specialisms identified.
Top-level specialists managing complex projects or policies, often with input into strategy and function coordination. Responsible for guiding first-line managers and selecting candidates for leadership roles.
Independent roles with authority beyond their team, leading core operational functions and managing first-line managers or junior professionals.
Chartered graduate roles, supervising a team, supporting significant policy development, and shaping research or project work with a degree of autonomy.
Newly qualified or on a professional programme, often with supervisory responsibilities. Focused on data analysis, project coordination, and developing professional competence.
Entry-level roles focusing on developing expertise, supporting basic operational tasks or data analysis with guidance from more senior colleagues.
Entry-level, training-focused roles, often performing routine support tasks or basic data collection.
