Profession: 2026/27
UK UX / Product Designer Salary 2026/27
Indicative pay bands from Junior to VP Design across London Big Tech, scale-ups, agencies, FTSE in-house and consulting, AI / LLM specialism premium, RSU vest taxation, salary-sacrifice clearance of the 60% trap, and engine-verified take-home for England.
Overview of UK UX, UI and Product Designer pay
Design pay in the United Kingdom is not set on a single canonical scale. Like software engineering and data science, every employer benchmarks pay independently against industry salary surveys (Hays UK Creative and Design, the Design Week annual UK salary survey), self-reported total compensation data (Glassdoor UK, Levels.fyi UK design tracks) and informal market-rate intelligence. The Office for National Statistics codes most design roles into SOC 3422 (product, clothing and related designers) and SOC 3413 (graphic and multimedia designers), neither of which reflects the bifurcated digital-product market that dominates pay in 2026.
The umbrella term "UX Design" in 2026 covers six recognised practice areas: UX Research, Interaction Design, Visual / UI Design, Product Design (the dominant generalist title at scale-ups and Big Tech), Design Systems and Content Design. Conversational Design (voice and chat interfaces, increasingly agentic AI workflows) emerged as a recognised specialism in 2024 and now commands its own premium at frontier-AI labs and LLM-product scale-ups. Career ladders run Junior (Year 1 - 2 post-graduation or first design role) through Mid (2 to 5 years), Senior (5 to 8 years), Staff or Lead, Principal or Design Director, and VP Design at the executive level.
Five employer tiers structure the market. Big Tech (Google, Meta, Apple, Amazon, Stripe, Palantir) pays the top of the market on cash plus a heavy RSU component identical in structure to the engineer ladder, with base bands sitting roughly one IC-level below the parallel engineer band at the same firm. Scale-ups (Monzo, Revolut, Wise, Octopus Energy, Cleo, and the growing AI-product cohort) pay equity-heavy packages with options or RSU on a liquidity event. London agencies at the structured tier (IDEO, Frog, AKQA, Method, Ueno, R/GA, Designit, Smart Design) pay below scale-up cash but offer broader portfolio variety and slower equity. FTSE / banks / retail in-house teams pay structured cash with matched-contribution DC pensions. Consulting (Accenture Interactive, EY-Doberman, Deloitte Digital, Capgemini Invent) sits between agency and scale-up on cash with a premium for the Service Design specialism. All figures on this page are indicative ranges, not a single source of truth like a published NHS pay band.
Base salary bands by level and employer tier
Indicative base salary only. Excludes bonus, RSU, sign-on and benefits. Regional covers UK-headquartered employers outside the M25. London covers UK-corporate and FTSE in-house roles in London. Big Tech and Scale-up columns are predominantly London-only - those employers do not typically advertise regional equivalents. Agency tier covers structured-progression agencies in London at the IDEO / Frog / AKQA / R/GA / Designit tier; boutique studios pay below this range.
| Level | Regional | London regular | Big Tech | Scale-up | Agency |
|---|---|---|---|---|---|
| Junior (Y1-2) | £28,000 - £40,000 | £35,000 - £50,000 | £55,000 - £75,000 | £45,000 - £65,000 | £32,000 - £45,000 |
| Mid (2-5 yrs) | £40,000 - £60,000 | £55,000 - £80,000 | £80,000 - £115,000 | £70,000 - £100,000 | £50,000 - £75,000 |
| Senior (5-8 yrs) | £60,000 - £85,000 | £80,000 - £110,000 | £115,000 - £160,000 | £100,000 - £140,000 | £75,000 - £105,000 |
| Staff / Lead | £85,000 - £115,000 | £110,000 - £150,000 | £160,000 - £210,000 | £140,000 - £190,000 | £100,000 - £140,000 |
| Principal / Design Director | £115,000 - £160,000 | £140,000 - £200,000 | £210,000 - £290,000 | £180,000 - £260,000 | £140,000 - £200,000 |
| VP Design | £150,000 - £230,000 | £180,000 - £260,000+ | £260,000 - £400,000+ | £220,000 - £350,000+ | £200,000 - £300,000+ |
Source: synthesised from Glassdoor UK, Levels.fyi UK design tracks, Hays UK Salary Guide - Creative and Design and the Design Week UK salary survey. Cross-checked against ONS ASHE Table 14 for SOC 3422 and SOC 3413. Retrieved 2026-06-04. Indicative ranges, not a canonical pay scale.
Total compensation: base, bonus, RSU at tech firms
Headline base salary captures only one component of designer total compensation (TC), particularly at Big Tech and scale-up employers. The five TC components are base salary, annual cash bonus, equity grants (Restricted Stock Units at FAANG, share options at most pre-IPO scale-ups), sign-on bonus paid in years one and sometimes two, and benefits (private medical, employer pension match, life cover). For tax purposes, base, bonus and RSU vest are all taxed as employment income at the marginal PAYE rate; sign-on is also employment income. Most benefits are taxable as Benefits in Kind via P11D unless payrolled.
Bonus targets vary sharply by employer tier. Big Tech UK offices set designer targets at 10% to 20% of base with payouts in the 75% to 125% range of target depending on company and individual performance. Scale-ups typically pay 5% to 15% target with equity carrying the bulk of upside. London agencies at the structured tier pay 5% to 10% target bonus with no equity component until partner / principal level. FTSE in-house and consulting pay 10% to 15% target, often with profit-share or revenue-linked variable elements at the senior end.
RSU annualised value at FAANG London offices is the largest single TC component above Mid level for designers, just as it is for engineers. A Senior Product Designer at Google IC5 in London might receive a four-year initial grant worth £320,000 vesting on the standard 25/25/25/25 schedule, contributing £80,000 a year before any refresh grants. Refresh grants from year three onwards typically restore the annual vest stream to a steady-state level. Worked example: Senior Product Designer on £130,000 base plus 15% target bonus (£19,500) plus £40,000 annualised RSU vest. Total compensation is £189,500. All three components flow through PAYE in the year received. With no pension contribution and no student loan, take-home on this gross is £112,221 (£9,352 per month). The effective combined Income Tax plus NI rate is 40.8%, because the marginal pound at this TC level is taxed at 47% (45% additional rate plus 2% NI above the Upper Earnings Limit).
Specialisation deltas: Product, Research, Service, Systems, Content, AI
The umbrella "designer" label hides material pay deltas across the six recognised practice areas. Product Designer is the dominant generalist title at scale-ups and Big Tech and serves as the reference point for the other deltas below. All figures here express the typical gap at Senior level (5 to 8 years) at a London scale-up or Big Tech employer; deltas narrow at Junior and Mid and widen at Staff and above.
- Product Designer - the reference point. The end-to-end generalist title covering interaction, visual and some research responsibilities. Most common Mid-to-Senior role in UK design hiring in 2026.
- UX Researcher - parity with Product Designer up to Senior, then diverges upwards at Staff and above. Principal UX Researcher at FAANG (Google L7, Meta E7 equivalent) is one of the best-paid IC research roles in UK tech, materially above Principal Product Designer at the same firm.
- Service Designer - typically +10% to +15% over Product Designer at the same level, particularly at financial-services consultancies (Accenture Interactive, EY-Doberman, Deloitte Digital, Capgemini Invent), public-sector digital (GDS, NHS Digital) and the largest banks. The scarcer skillset and operational-systems remit drive the premium.
- Design Systems Designer - parity with Product Designer at most employers, with a +5% to +10% premium at organisations actively building or scaling a design system (most FTSE banks, FAANG core platforms, the largest scale-ups). Design Systems Lead at Staff is at parity with Staff Product Designer.
- Content Designer - typically -5% to -10% versus Product Designer at equivalent levels at most employers, narrowing at the Staff and Principal end where content strategy ownership at FAANG and frontier-AI labs commands the full Product Designer band.
- Conversational / AI Designer - +15% to +25% over Product Designer at frontier-AI labs (DeepMind, Anthropic London, Cohere, Stability AI), AI-first scale-ups (Synthesia, Wayve, Tractable, Quantexa) and FAANG GenAI product teams. The premium reflects the scarcity of designers with hands-on LLM-interface, agentic-workflow and voice-first design portfolios.
Sector deltas: where the same Senior role pays differently
Same nominal role, very different pay envelopes by employer type. Senior Product Designer at four representative London employer types, base salary only for an apples-to-apples comparison. Bonus and RSU on top materially shift total compensation at FAANG (RSU-heavy) and at later-stage scale-ups (options vest on liquidity event).
| Sector | Base gross | Income Tax | NI | Annual take-home | Monthly | Notes |
|---|---|---|---|---|---|---|
| UK FTSE / mid-market in-house | £85,000 | £21,432 | £3,711 | £59,857 | £4,988 | Stable; matched DC pension common |
| London agency (IDEO, Frog, AKQA, R/GA) | £95,000 | £25,432 | £3,911 | £65,657 | £5,471 | Structured pay; modest bonus, slower equity |
| Scale-up unicorn (Monzo, Revolut, Wise, Octopus, Cleo) | £120,000 | £39,432 | £4,411 | £76,157 | £6,346 | Equity-heavy; options or RSU on liquidity event |
| FAANG London (Google, Meta, Apple, Stripe, Palantir) | £140,000 | £49,203 | £4,811 | £85,986 | £7,166 | Base plus 12-20% bonus plus £80-120k RSU |
The FAANG Senior at £140,000 base takes home £26,129 more per year than the UK FTSE in-house Senior at £85,000, despite a £55,000 gross gap - the 60% PA-taper band absorbs a disproportionate slice of the extra pay. The scale-up unicorn Senior at £120,000 sits squarely in the 60% trap on base alone, so salary sacrifice into the scale-up's pension scheme is essential to recover the Personal Allowance before any equity vest is accounted for. Where in-house wins back ground is on benefits stability: most FTSE employers run a final-salary or matched-DC pension worth 10% to 15% of gross in employer cost, versus 5% to 8% at the typical scale-up.
Take-home matrix: five UX / Product Designer scenarios
Engine-verified take-home for five representative scenarios spanning the design career ladder, using 2026/27 HMRC rates. 0% pension contribution to show the gross PAYE effect honestly - the salary sacrifice section below shows how the 60% trap is mitigated in practice. No student loan, no benefits, no further bonus or RSU added on top of the stated gross. England rates.
| Scenario | Gross | Income Tax | NI | Annual take-home | Monthly | Effective rate |
|---|---|---|---|---|---|---|
| Junior (mixed) | £42,000 | £5,886 | £2,354 | £33,760 | £2,813 | 19.6% |
| Mid (London, 40% bracket) | £72,000 | £16,232 | £3,451 | £52,317 | £4,360 | 27.3% |
| Senior (London, 60% trap) | £100,000 | £27,432 | £4,011 | £68,557 | £5,713 | 31.4% |
| Staff FAANG (additional rate) | £165,000 | £60,453 | £5,311 | £99,236 | £8,270 | 39.9% |
| Director TC | £230,000 | £89,703 | £6,611 | £133,686 | £11,141 | 41.9% |
The effective rate climbs from 19.6% at the Junior scenario to 41.9% at the Director TC scenario. The Senior £100,000 row sits at the threshold of the 60% PA-taper band: every additional pound above £100,000 attracts 40% Income Tax plus an extra 20% effective hit from the disappearing Personal Allowance. The Staff FAANG £165,000 and Director £230,000 rows are entirely above £125,140, so the marginal rate steadies at 47% (45% additional rate plus 2% NI). The gap in take-home between Staff FAANG and Director TC is £34,450, despite a £65,000 gross gap - the additional-rate band absorbs 47p of every additional pound.
Salary sacrifice optimisation for the 60% trap
The single most effective tax optimisation for a UK designer earning between £100,000 and £125,140 is salary sacrifice into pension. Sacrificing the slice between £100,000 and your base reduces taxable income below the Personal Allowance taper threshold, recovers the full £12,570 PA, and avoids the 60% effective marginal rate. The contribution also escapes employee NI (2% above the Upper Earnings Limit), and depending on employer policy may attract some or all of the saved employer NI (15% in 2026/27) as additional pension contribution. The scenario below uses a Senior Product Designer sitting exactly at the top of the taper band (£125,140) sacrificing the full £25,140 down to £100,000 taxable.
| Scenario | Gross | Pension sacrifice | Income Tax | NI | Take-home | Pension built |
|---|---|---|---|---|---|---|
| Senior, no sacrifice | £125,140 | £0 | £42,516 | £4,513 | £78,111 | £0 |
| Senior, sacrifice £25,140 to £100k taxable | £125,140 | £25,140 | £27,432 | £4,011 | £68,557 | £25,140 |
The £25,140 sacrifice costs only £9,553 in take-home (the foregone net pay after Income Tax and NI on that slice), yet builds £25,140 of pension. The implicit return on net cash sacrificed is roughly 163% before any employer NI top-up - the highest pre-tax-arbitrage return available to a UK PAYE earner. Cross-check the optimisation with our salary sacrifice calculator and pension contribution calculator.
Caveats. The Annual Allowance (£60,000 in 2026/27, with a taper from £200,000 adjusted income down to £10,000 for the highest earners) caps total pension input. Carry-forward of the previous three tax years' unused allowance is available. For a Design Director or VP Design with a total comp above £260,000 (where the tapered AA may have already bitten), bespoke pension scheme arrangements via a personal financial planner are essential. The 60% trap mitigation arithmetic at the £100k to £125,140 boundary applies even more sharply when RSU vests push base into the band - timing the sacrifice election against the vest schedule materially improves the after-tax outcome.
Career progression: worked example
A realistic UK Product Designer career trajectory. Times-in-grade are typical for a high-performing trajectory with one or two moves between firms to accelerate level progression. Agency-only and FTSE-in-house-only trajectories progress more slowly. Take-home uses England 2026/27 rates, 0% pension, no student loan to show the gross tax effect of each promotion.
| Stage | Typical timing | Gross | Income Tax | NI | Annual take-home | Monthly |
|---|---|---|---|---|---|---|
| Junior (regional / mixed) | Year 0 - 2 | £38,000 | £5,086 | £2,034 | £30,880 | £2,573 |
| Mid (London regular) | Year 3 - 4 | £68,000 | £14,632 | £3,371 | £49,997 | £4,166 |
| Senior (London scale-up / Big Tech) | Year 7 - 8 | £130,000 | £44,703 | £4,611 | £80,686 | £6,724 |
| Staff (FAANG London) | Year 12+ | £180,000 | £67,203 | £5,611 | £107,186 | £8,932 |
Junior to Mid adds £30,000 gross / £19,118 take-home, crossing into the 40% Income Tax band at £50,270. Mid to Senior adds £62,000 gross / £30,689 take-home - the take-home delta is dampened by the 60% PA taper biting between £100,000 and £125,140 and by the start of the 45% additional-rate band above £125,140. Senior to Staff adds £50,000 gross / £26,500 take-home at the 47% additional-rate-plus-NI band. The implication: above Senior, base-salary negotiation alone has rapidly diminishing returns and salary sacrifice plus carry-forward pension optimisation become the dominant levers for marginal-after-tax-pound improvement.
Comparison vs Senior SWE FAANG, Mid Data Scientist, Senior Marketing Manager
Senior Product Designer FAANG pay (£130,000 base) is comparable to three other knowledge-worker roles at adjacent career stages: Senior Software Engineer at the same FAANG firm (the parallel ladder one IC level up on cash), Mid Data Scientist at a London regular employer (equivalent experience, narrower employer set), and Senior Marketing Manager at a FTSE in-house team (same career-stage adjacent role). Base salaries only - excluding bonus, RSU and longer-term incentive plans, which materially shift total compensation at the FAANG end.
| Role | Gross | Annual take-home | Monthly | Notes |
|---|---|---|---|---|
| Senior Product / UX Designer FAANG (London) | £130,000 | £80,686 | £6,724 | Base only, mid of band |
| Senior Software Engineer FAANG (London) | £160,000 | £96,586 | £8,049 | L5 base, same firms, parallel ladder |
| Mid Data Scientist (London regular) | £85,000 | £59,857 | £4,988 | Equivalent experience, narrower employer set |
| Senior Marketing Manager (FTSE in-house) | £90,000 | £62,757 | £5,230 | Same career-stage adjacent role |
Senior Product Designer FAANG at £130,000 sits one IC level below Senior Software Engineer FAANG at £160,000 on cash base, with the same proportional RSU multiplier on top. Mid Data Scientist London regular at £85,000 reflects the narrower employer set in data (most non-FAANG, non-HFT data scientist roles cluster in the £75k - £100k London band), whereas designers have a broader employer spread because every product-led company hires designers but not every product-led company hires data scientists. Senior Marketing Manager FTSE in-house at £90,000 is the most comparable adjacent role on cash but lacks the RSU upside that defines designer comp at the very top of the market.
- UK software engineer pay - parallel ladder at FAANG and across tech employers.
- UK data scientist pay - quantitative analogue across Big Tech, HFT and scale-ups.
- UK marketing manager pay - same career-stage adjacent role at FTSE in-house and scale-up.
- UK project manager pay - cross-functional PM track at the same firms.
- UK architect pay - traditional design discipline with RIBA / ARB chartered route.
- All UK professions - browse the full directory.
Frequently asked questions
- How much does a UK UX or Product Designer earn in 2026/27?
- UK design pay is highly variable. A Junior at a UK-corporate outside London earns £28,000 to £40,000. A Senior Product Designer at a London FAANG office (Google, Meta, Apple, Stripe) earns £115,000 to £160,000 base, with another £80,000 to £120,000 of annualised RSU vest on top. Principal designers and Design Directors at frontier-AI labs and scale-up unicorns can clear £250,000 to £400,000 in total compensation. Figures here are indicative ranges from Glassdoor UK, Levels.fyi design section and Hays UK.
- Is UX Designer, UI Designer, Product Designer and Interaction Designer all the same pay?
- In 2026 the UK market has converged on Product Designer as the canonical mid-to-senior role title at scale-ups and Big Tech, covering interaction, visual and some research responsibilities in a single end-to-end remit. UX Designer, UI Designer and Interaction Designer still appear at agencies and FTSE in-house teams but typically map to the same pay band as Product Designer at equivalent seniority. UX Research, Service Design and Content Design are recognised specialisms with their own deltas: Service Designers in financial services and public-sector consulting often earn 10% to 15% above generalist Product Designers at the same level.
- Do designers at Big Tech receive RSUs like software engineers?
- Yes. Google, Meta, Apple, Amazon, Microsoft, Stripe and Palantir grant Restricted Stock Units to designers on the same vesting schedules as engineers - typically a four-year initial grant with 25/25/25/25 cliff-and-quarterly vesting. Designer compensation bands at FAANG sit one level below the equivalent engineer band on cash, but the RSU component is structured identically. Tax treatment is the same: vest is the chargeable event, taxed at marginal Income Tax plus employee NI via PAYE, with sell-to-cover the dominant remittance mechanism.
- How are designer RSUs taxed in the UK?
- RSUs are taxed as employment income at the marginal Income Tax rate plus employee Class 1 NI at the point they vest, not when granted or sold. Your employer withholds the tax via PAYE - typically by selling enough shares at vest to cover the liability (sell-to-cover). When you later sell the retained shares, Capital Gains Tax applies only on the gain above the vest-date market value. The vest-date value becomes your CGT cost basis. See HMRC ERSM 20300 for the statutory treatment.
- What is the 60% tax trap and how does it affect senior designers?
- Between £100,000 and £125,140 of adjusted net income, the Personal Allowance tapers at £1 lost for every £2 over £100,000. Combined with the 40% higher rate and 2% NI above the Upper Earnings Limit, the effective marginal rate on that slice is roughly 62%. Senior Product Designers at London scale-ups and Big Tech cross into this band on base alone; RSU vests push them deeper. Salary sacrifice into pension that takes adjusted net income below £100,000 is the standard mitigation.
- Is there an AI / LLM specialism premium for designers in 2026?
- Yes. Product Designers with hands-on experience designing for large language model interfaces, conversational AI, agentic workflows or generative tooling now command a 15% to 25% premium over generalist Product Designers at the same nominal level. The premium is most pronounced at London FAANG, frontier-AI labs (DeepMind, Anthropic London, Cohere, Stability AI) and AI-first scale-ups (Synthesia, Wayve, Tractable). For an LLM-specialist Senior Product Designer at a frontier-AI lab, base salaries of £150,000 to £210,000 plus £120,000 to £250,000 annualised equity vest are not unusual.
- How does an agency Senior Designer compare with an in-house Senior Designer on pay?
- London agencies at the structured tier (IDEO, Frog, AKQA, Method, Ueno, R/GA, Designit, Smart Design) pay Senior Designers £75,000 to £105,000 base with modest annual bonus (typically 5% to 10%). FTSE / mid-market in-house teams pay £60,000 to £85,000 base with similar bonus and a matched-contribution DC pension. London scale-ups pay £100,000 to £140,000 base with options or RSU on a liquidity event. FAANG London pays the most cash plus the largest equity component. Agencies tend to offer faster portfolio variety; in-house and scale-up offer deeper product ownership.
- How does salary sacrifice help a designer earning more than £100,000?
- Sacrificing the slice between £100,000 and your base salary into a workplace pension reduces taxable income below the PA-taper threshold, recovers the full £12,570 Personal Allowance and avoids the 60% effective rate on that band. On £125,140 base, sacrificing £25,140 takes taxable income to exactly £100,000 and saves roughly £15,000 in combined Income Tax and NI versus taking the slice as salary. The sacrifice also escapes employee NI (2% above the UEL), and most large employers add some or all of the saved employer NI (15% in 2026/27) into the pension as a top-up.
- What deductions hit a designer when RSUs vest at a Big Tech employer?
- On the vest date, your employer withholds Income Tax (20%, 40%, 45% by band, with the 60% effective taper between £100k and £125,140), employee NI (8% main rate up to UEL, 2% above), and any student loan deduction. Most employers run sell-to-cover, meaning shares equal in value to the tax due are sold automatically and the cash remitted to HMRC. You receive the net shares. The vest sits on your year-end P60 as PAYE income, so no further filing is needed unless you sell with a CGT gain above the annual exempt amount of £3,000.
- Are Service Designers and UX Researchers paid more than Product Designers?
- Often, at equivalent seniority. Service Designers at financial-services consultancies (Accenture Interactive, EY-Doberman, Deloitte Digital, Capgemini Invent), public-sector digital (GDS, NHS Digital, Department-level digital teams) and the largest banks often earn a 10% to 15% premium over Product Designers at the same level, reflecting the scarcer skillset and the operational-systems remit. UX Researchers at FAANG and frontier-AI labs are at parity with Product Designers up to Senior level, then diverge upwards at Staff and above (Principal UX Researcher at Google L7 is one of the best-paid IC research roles in UK tech). Content Designers sit slightly below Product Designers at equivalent levels at most employers.
- Do designers get the same RSU package as engineers at the same FAANG level?
- The base salary band for a designer at FAANG sits roughly one level below the equivalent engineer band - a Senior Product Designer (IC5 equivalent) typically lands at the SWE Senior (L5) lower-to-mid range, not the SWE Staff (L6) range. The RSU multiplier on top of base is the same proportion of band-mid for both ladders, so designer RSU pounds are smaller in absolute terms but the same shape. Crossing to Staff Designer (IC6) or Principal Designer (IC7) closes the cash gap but the engineer ladder still pays more at the very top (Distinguished Engineer comp materially exceeds Design Director comp at the same firm).
- Is designer pay better outside London for the same role?
- Almost never on a like-for-like basis at the Senior level and above. The regional discount on Product Designer roles is typically -20% to -30% off London base for the same level at UK-headquartered employers. Some remote-first scale-ups anchor London base regardless of candidate location, but they remain a minority. London FAANG, frontier-AI and the top scale-ups have no regional equivalent - the offices and the pay envelopes only exist in London (and to a much lesser extent Manchester, Edinburgh and Cambridge for some specific firms). The cost-of-living premium in London frequently exceeds the pay gap on a net-spending basis at Mid level and below.
Sources
UX, UI and Product Designer pay in the UK is not published by a single primary authority. Figures on this page are synthesised from the industry-standard recruiter, self-reported and statistical references listed below, with tax mechanics drawn from HMRC technical manuals.
- Glassdoor UK - company-level salary postings Retrieved 2026-06-04. Self-reported by employees and job-posting aggregation.
- Levels.fyi - UK Product Designer total compensation data Retrieved 2026-06-04. Self-reported; industry-standard reference for tech designer TC.
- Hays UK Salary Guide - Creative and Design Retrieved 2026-06-04. Recruiter-published; broadly cited in trade press.
- Design Week UK salary survey Retrieved 2026-06-04. Industry-publication annual survey of UK design pay.
- ONS ASHE Table 14 - SOC 3422 and SOC 3413 medians Retrieved 2026-06-04. UK occupational medians; primary statistical authority for the closest SOC buckets.
- HMRC Employment Related Securities Manual (ERSM) Retrieved 2026-06-04. RSU and equity tax treatment statutory guidance.
- ICAEW - Employment taxes technical resources Retrieved 2026-06-04. Professional-body reference for RSU and salary-sacrifice mechanics.
- HMRC - Rates and thresholds for employers 2026/27 Retrieved 2026-06-04. PAYE bands, NI thresholds and PA taper.
- Our full methodology & calculation sources →