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Our finances and pay

We’re committed to being open and transparent about the work that we do, and about the money that we raise and how we spend it.

Our income and expenditure

Our main income sources are:

  • legacies – generous legacy donations help us to continue to fund our vital work
  • intellectual property income – we funded the researchers who developed a groundbreaking treatment for rheumatoid arthritis
  • voluntary income – from running the marathon, to playing our raffle, to holding a bake sale, our brilliant supporters help us to raise millions of pounds every year
  • investment income – we work with our investment advisors to make sure that we maximise the income from our investments.

The majority of our charitable activity spending is on research and information and awareness. We’re also increasing our activity in providing direct support for people with arthritis, policy and campaigning.

You can read a detailed analysis of our income and expenditure and our administration and staff costs in our annual reports and accounts.

Our approach to pay

We employ just under 200 people who are based:

  • in our main offices in London and Chesterfield
  • at home supporting our volunteers in local communities
  • in our shops.

We believe that although the charity sector can’t, and shouldn’t, compete with the commercial sector on pay, we must pay a fair salary for the skills and the experience that we need to run a professional, cost-effective and successful charity. 

Our remuneration policy is based on transparency and equality. We do this by:

  • making sure that our roles are paid at a similar level to other roles in the sector – we use relevant benchmarking information when we set salaries and participate in a number of charity sector pay and benefit surveys
  • paying salaries that recognise the specific skills that employees bring to their particular role
  • reviewing our pay levels annually
  • paying all our employees at or above the UK living wage
  • recognising and rewarding the individual contribution of each employee through our annual appraisal system
  • applying the same terms and conditions of employment and eligibility for employment benefits to all of our people, including our senior leadership team
  • being open about how much we pay our employees and why.

The table below shows the gross annual salary distribution of all our employees on a full-time equivalent (FTE) basis within £5,000 bands as at April 2016.

As at April 2016 all employees are paid at the national living wage as determined by the National Living Wage Foundation of £8.25 per hour or above.

Salary banding Number of employees whose FTE salary falls within banding
£15,000–£19,999 41
£20,000–£24,999 22
£25,000–£29,999 25
£30,000–£34,999 24
£35,000–£39,999 28
£40,000–£44,999 14


£50,000–£54,999 4         
£55,000–£59,999 4
£60,000–£54,999 2
£65,000–£69,999 1
£70,000–£74,999 1
£75,000–£79,999 0
£80,000–£84,999 0
£85,000–£89,999 0
£90,000–£94,999 3
£95,000–£99,000 2
£100,000–£104,999 1
£105,000–£139,999 0
£140,000–£149,000 1

Senior management pay

As with all of our roles, our senior leadership team’s pay is reviewed annually and is benchmarked with other salaries in the sector.

The performance of our chief executive officer and members of our senior leadership team is assessed against the same criteria as all other employees as part of our annual appraisal and pay award process.

We think it’s important to publish the details of all roles who receive a basic gross full-time equivalent salary of more than £60,000 a year. Some of our senior roles, like our head of digital, strategic development programme manager and director of strategic development, are part-time roles, so their actual salary is lower than the salary banding in the table below.

FTE salary banding Job title  Gender FTE
£60,000–£64,999 Interim senior project accountant M 1.0
Head of policy and public affairs F 1.0
£65,000–£69,999 Strategic development programme manager F 0.4
£70,000–£74,000 Head of digital F 0.8
£90,000–£94,999 Director of strategic development F 0.8
Director of fundraising F 1.0
Director of external affairs F 1.0
£95,000–£99,999 Director of finance and corporate services M 1.0
Director of HR and organisational development F 1.0
£100,000–£104,000 Director of research and programmes M 1.0 
£140,000–£144,999 Chief executive officer M 1.0

Where no individuals fall within a £5,000 band, these aren't included.

Our pay ratios

Our highest paid employee receives a gross annual salary of £142,647, which is 4.7 times higher than our median annual salary of £30,237 and 9.5 times more than our lowest salary of £15,015.

Our gender pay ratios

We support greater transparency around the reporting of gender pay differences and have included the gender of employees earning a full-time equivalent salary of more than £60,000 per annum in the table above.

The median salary for the entire employee population of Arthritis Research UK is £30,237pa. For female employees the median is £28,852 compared to the median salary for male employees of £32,976. The gap equates to 12.5%. The gender pay gap for all UK employees reported by the Office for National Statistics in February 2016 is 19.2%.

More details on how we’re governed and our finances can be found in our annual report and accounts.

This information is correct as at April 2016.

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Support Us

Arthritis Research UK softball team cheering

Find out how you can support Arthritis Research UK.

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Arthritis Research UK fund research into the cause, treatment and cure of arthritis. You can support Arthritis Research UK by volunteering, donating or visiting our shops.