Total Remuneration Package

We aim to pay median to upper quartile rates of pay for our staff, informed by benchmarking against appropriate external comparators wherever possible. This is then reviewed annually through mechanisms such as the Equity and Achievement Pay Review process in addition to Local Pay Bargaining.

A complete overview of the principles we use in determining salary and how we review it are available on the principles of pay website.

The annual Equity and Achievement Pay Review processes allow managers to address equal pay and internal benchmarking disparities in their area and to reward staff for exceptional contribution and achievement.

Each year, Local Decision-Making Boards for Faculty/Business School/Support Service areas ensure all pay review decisions are made using a fair and consistent approach, in line with the criteria for the processes and determining that sufficient evidence is provided to support recommendations. The pay review processes aim to strengthen the College’s commitment to reducing its gender and ethnicity pay gaps.

Outside of financial remuneration, we encourage departments, line managers and principal investigators to give informal recognition of excellent work and positive feedback on success. There are a number of schemes in place designed to reward staff who demonstrate excellent achievement. The President's Awards, Provost's Awards and Julia Higgins Medal and Awards celebrate the achievements of staff across a number of areas and designed for staff at all levels and job families. We organise an annual Long Service Reception and Dinner to recognise and celebrate our long-serving staff who have completed over 20 years’ service.

We provide a wide-ranging benefits package that includes resources, tools and networks to promote a positive working environment. This includes a variety of loans to help with transport, education or renting a home, as well as financial assistance with childcare (in addition to our award-winning Early Years Education Centre). We also provide a range of networks and training resources to enable you to develop your professional skills. 

The College offers two occupational pension schemes. Which scheme you're eligible for is dependent on grade. (Existing NHS scheme members are also able to continue membership of that scheme when they first join the College, or they can choose to join a university scheme.)

All schemes offer generous levels of pension income in retirement, early retirement due to incapacity, and security for loved ones in the event of death. Both College schemes are multi-employer pension schemes with the design of the scheme and costs collectively agreed between the Trustees of the schemes and all employers.

A healthy and sustainable work-life balance is essential. To support this, we offer a generous annual leave allowance, as well as special and family leave when you most need it.

We aim to empower and support you in managing your mental and physical wellbeing. If you need to speak with someone, we have a wide range of support options available to you, including our Confidential Care,  Occupational Health and Chaplaincy services. Our Health and Wellbeing website provides a variety of resources and materials for you, whilst our in-house gyms at Move Imperial enable you to look after your physical wellbeing.

You're also able to access a range of exclusive discounts as part of our Perks At Work scheme. This includes discounts on restaurants, cinemas, subscriptions, holidays and much more. 

As a world-leading institution, our success depends on our people, and supporting them requires substantial investment.

In 2023/24, over half of our annual expenditure, £700.1 million, was dedicated to staff. While the overall spend on the Total Remuneration Package (TRP) is significant, it is not fixed. We have the flexibility to adjust the balance of the package in line with staff priorities.

However, each element of TRP is interconnected, meaning changes to one area will impact others. Two key factors shape what we can invest in TRP: Benchmarking and Affordability (See next tabs)

To attract, support, and retain top talent, we must understand how our offer compares to others. In July 2022, we published our second benchmarking report, a detailed, public comparison of our total remuneration package against national and international peers.

This reflects our ongoing commitment to transparency and making remuneration information more accessible to all.

To maintain a TRP that reflects our status as a world-leading institution, we must ensure it supports long-term excellence while remaining financially sustainable. This means aligning TRP spending with our income and balancing it against other institutional priorities.

Over two-thirds of our income comes from research grants, contracts, and tuition fees, most of which are tied to delivering research and teaching. The remainder must cover a range of competing needs, including salaries, building maintenance, and operational costs.

On average, we’ve invested £120 million annually in our core estate over the past six years, compared to £570 million per year on staff.

The Committee is made up of four external Council members who annually review Imperial's reward strategy to ensure that remuneration is being managed fairly and equitably. It will also review and approve the application of Imperial's pay relativity criteria for the President and the Provost, their senior staff direct reports, and members of the University Management Board (UMB).

 This review is informed by:

• Details of the across-the-board local pay award and any variation to benefits for all staff
• Summary information on the application of discretionary pay adjustments for all staff
• The annual equal pay audit
• The annual gender and ethnicity pay audit (and other specific protected pay audits as published)
• Pay ratios and relevant comparator information
• Information on the number of staff earning a total salary of more than £100,000, with trend data on average increases for the previous five years, compared to average increases for all staff over five years
• Details of the individuals earning over £150,000 and the justification for any variation to pay (above Imperial's across-the-board increase) are reported on an individual basis, with reference to Imperial's pay relativity criteria applied to all staff.