Report · Market insight
Salary survey report: social & policy research
June 2026 salary benchmarks and hiring trends for social and policy research within UK market research agencies.
Social and policy research continues to offer varied career paths across UK market research agencies. Here is how salaries and hiring trends looked in June 2026.
Salary benchmarks by grade
These June 2026 base salary ranges show typical pay by grade in social and policy research. The midpoint is the centre of each stated range; the open-ended Associate Partner range has no midpoint.
Base salary ranges on one scale
| Grade | Base salary range | Midpoint |
|---|---|---|
| Research Executive | £28,000–£33,000 | £30,500 |
| Senior Research Executive | £33,000–£40,000 | £36,500 |
| Research Manager / Senior Research Manager | £38,000–£53,000 | £45,500 |
| Associate Director | £50,000–£64,000 | £57,000 |
| Research Director | £60,000–£85,000 | £72,500 |
| Associate Partner | Up to £100,000 | Not stated |
Bonuses in this part of the market are generally around 5–10%. Salary and bonus vary by employer, experience and the scope of a role.
What is shaping the market?
Social research salaries have traditionally sat below commercial insight, but the gap has been narrowing, especially at senior levels. Public-sector expertise, evaluation experience, stakeholder management and mixed-methods capability all shape demand.
Key hiring trends for 2026
Public-sector expertise commands a premium
Researchers with experience working with government departments, regulators and policy evaluations remain highly sought after.
Mixed-methods skills are increasingly valuable
Professionals who can lead both qualitative and quantitative programmes continue to attract stronger salaries.
Commercial skills matter
Business development, proposal writing and client retention are becoming useful differentiators, including in purpose-led research environments.
Flexibility remains an attraction tool
Hybrid working continues to influence hiring and retention decisions and can help employers compete beyond salary alone.
Senior talent remains scarce
There is strong competition for experienced Associate Directors, Research Directors and future business leaders, adding pressure to senior salaries.
The sector can offer researchers meaningful, evidence-led work with societal impact, alongside increasingly competitive pay and flexible arrangements.
Using the ranges
A job title is a starting point. The size of the team, client relationships, methods, commercial responsibilities and leadership remit all affect pay. Compare the range with the work a role actually involves, then consider bonus, flexibility and development alongside base salary.
For average salaries across research roles, see salaries by level in our salary and census reports.
Browse current insight roles to see the live opportunities and their own salary details.
