The Pay 100, an anonymous activist group focused on improving wages in the architecture industry, has launched its 2025 salary survey to gather comprehensive data on compensation across the profession. The anonymous survey was distributed to both individual architects and employers on September 14, with submissions closing on October 15 and the full report scheduled for publication on November 1.
Last year's survey results revealed a troubling trend of talent exodus within the architecture industry, as many respondents reported leaving the profession entirely. Economic opportunities, or the lack thereof, were cited as a key factor driving professionals away from architecture careers. The findings highlighted the urgent need for industry-wide salary improvements to retain skilled professionals.
This year, The Pay 100 organizers hope to use the collected data as leverage to pressure the Royal Institute of British Architects (RIBA) into taking decisive action to improve salaries across the entire industry. The campaigners are actively encouraging architectural practices to embrace the transparency that the research creates and to view participation in the survey as an opportunity to better represent their firms in the marketplace.
The 2025 survey will examine not only base salaries but also the extent of unpaid overtime that architects are working, as well as the benefits packages that employers offer to their staff. The organizers are particularly interested in gathering more comprehensive data from Part 1 architectural assistants, as these early-career professionals often face the most challenging financial situations in terms of both low pay and excessive overtime requirements.
According to the survey organizers, Part 1 assistants may be underrepresented in previous surveys because "these individuals have had less time in industry and therefore perhaps haven't become acquainted with organizations like ourselves, who are here to help them." This demographic represents a crucial segment of the profession that often struggles most with financial pressures.
The previous year's survey, which collected approximately 1,000 responses, revealed significant salary ranges across different career levels. Part 1 assistants reported earning between £21,000 and £33,500 annually, while Part 2 assistants earned between £24,500 and £42,000. Fully qualified architects and architectural designers commanded salaries ranging from £27,000 to £54,000, showing the wide disparity in compensation even within the same qualification levels.
Perhaps most concerning was the finding that half of the 54 firms whose Part 1 assistants reported their salaries were paying less than the UK living wage, according to information submitted by their own staff members. This revelation highlighted the widespread nature of inadequate compensation in the architecture industry, particularly for entry-level professionals.
Chris Williamson, who is now serving as RIBA president, responded to last year's results by suggesting the implementation of an "Ethical Fee Scale" that could help outlaw unreasonably low fees that contribute to the industry's wage problems. This proposal represents a potential systematic approach to addressing the root causes of low architectural salaries.
The Pay 100 was originally launched by a group of anonymous activists in summer 2022 with the specific goal of inspiring wage transparency throughout the architecture industry. Their ultimate aim is to drive up salaries across the profession through increased visibility and accountability regarding compensation practices.
The organization's manifesto outlines several key aspirations for transforming the industry. These include encouraging financial improvement across the entire profession, incentivizing practices to compete financially to attract the best talent, and reducing potential fee-undercutting between practices so that firms who truly value their employees are more likely to win work and become more profitable.
Additionally, The Pay 100 seeks to encourage wages to keep pace with inflation, combat pay inequality throughout the profession, and provide recruitment professionals with tools that actually appeal to potential employees. This would allow job seekers to specifically target applications toward the most financially attractive prospective employers.
The initiative also aims to encourage healthy role promotion within practices, ensuring that professionals who have invested significant time in their roles are properly recognized and compensated rather than being grouped under generic titles with vastly different responsibilities. Finally, the organizers hope to help employers improve their business success through more satisfied employees and increased staff retention, creating a positive cycle of improvement throughout the industry.
