Know exactly where your reward stands
lumi benchmarks the whole of reward except base pay — benefits, pension, time off, wellbeing and the policies around pay — against 220 UK organisations. Every figure cited with its peer group and sample size, ready for the board.
The reward review is coming.
The evidence isn't.
A PDF that ages the day it lands
Traditional reward surveys arrive months after the data was collected, in one fixed peer cut — and cost thousands to repeat.
Numbers you can't stand behind
Scraped or self-reported figures with no method, no sample size, no peer definition. Try citing one to your Remuneration Committee.
Stitched together every single year
HR teams rebuild the same comparison deck before every reward review — copying numbers between tabs and hoping nothing slipped.
lumi replaces all three for everything except base pay — one living benchmark that sits alongside your salary survey — built from real member data, cited on every figure, and ready whenever the board asks.
From first answer to board pack
A real recording of the live product — where you stand, the signals worth acting on, and the dashboards your team builds.
Everything your team works in
Five surfaces, one source of truth — the real product your team lives in from day one.
One honest read of where you stand
The moment you answer, lumi places you against your peers — overall, and domain by domain. Switch peer group and the whole picture re-reads instantly.
- Choose your lens: all peers, your sector, your size — or organisations most like you.
- Eight areas of reward, each with its own read — pay, pensions, health, benefits, time off and family, incentives and recognition, wellbeing, and governance.
- Leads and gaps called out in plain English — no chart-decoding required.
Every figure arrives ready to defend
Behind every read is the full distribution — quartiles, median, your position, and the number of organisations it rests on. Nothing is ever a black box.
- Percentile, peer group and n travel with every number — on screen and in every export.
- Medians and percentiles, not averages — one unusual organisation can't skew your read.
- Pin, download or share any card — charts export with the citation baked in.
We tell you when it moves
You shouldn't have to remember to log in and check. lumi watches your position for you — when the benchmark updates and something moves (a new gap to peers, a change worth noting), it emails the right people, ranked by what matters. Proactive, not an annual snapshot you have to go and pull.
- Proactive email alerts — when your position changes, lumi emails you, so a gap never sits unnoticed until the next reward review.
- Severity you can rank by — plain-English flags with the evidence and sample size behind each one; work the biggest first, snooze what can wait.
- We flag, you decide — declare a below-market stance and lumi reads you against your own strategy, never ours.
Board-ready in one click
Turn your position into a print-grade, cited board document — executive summary, position by area, the evidence and the £ opportunities — then download it or share a read-only link in seconds. Built to be handed to a NED.
- Key findings a NED can quote — every figure in the pack is checked against the underlying data, so it can't cite a number the benchmark doesn't hold.
- Download as PDF or CSV, or share a secure link — every dashboard, chart and pack, with logo, peer group and n baked in.
- Anything too small to show safely is held back — the anonymity floor follows your data into print.
Build the view you check every week
Pin any metric to a dashboard, drag the cards into the order you think in, and save as many views as you like — one for the board, one for benefits, one for your own weekly scan. They're waiting for you every time you sign in.
- Pin, drag and arrange — build a bespoke view from any metric in the benchmark.
- Save as many dashboards as you need — and set a shared starting layout for your whole team.
- Download or share any dashboard as a PDF or a read-only link, whenever you need it.
240+ live metrics, across eight areas of reward
We benchmark how you reward people — benefits, time off, pension, policies and practice: everything in reward except base pay. It's the part a pay survey never covers, built to sit alongside it — not replace it. Here's what's covered.
Pay practice
66 metricsHow pay is set, structured and communicated — the practice, not the number.
- Pay bands visible to employees
- Location basis for remote pay
- Pay-for-skills maturity
- Overtime & premiums by level
- Off-cycle increase incidence
- Pay-progression approach
Pensions & savings
23 metricsPension design and the savings support built around it.
- Employer contribution level
- Scheme type (DC, DB, hybrid)
- Salary sacrifice by default
- NIC-savings sharing
- Workplace savings vehicles
- Payroll giving
Health & protection
24 metricsInsured benefits and health cover across the workforce.
- Private medical eligibility & premiums
- Dental & health cash plans
- Life assurance multiples
- Income protection
- Virtual GP access
- Cancer care pathways
Benefits & lifestyle
41 metricsThe wider package — from cars to discounts to flexible benefits.
- Company car & allowances
- Flexible benefits platform
- Retail & staff discounts
- EV salary sacrifice
- Redundancy pay terms
- Optional & voluntary benefits
Time off & family
51 metricsLeave and absence policy, from annual leave to family and wellbeing leave.
- Annual leave allowance
- Enhanced maternity, paternity & adoption
- Occupational sick pay vs SSP
- Sabbaticals & career breaks
- Volunteering & study leave
- Menopause & compassionate leave
Incentives & recognition
44 metricsBonus, commission and long-term incentives — and how good work is recognised.
- Bonus eligibility & max %
- Long-term incentive types & levels
- Commission plan structures
- Sign-on & retention bonuses
- Long-service awards
- Peer-to-peer recognition
Wellbeing
19 metricsThe support and structure behind employee health and wellbeing.
- Employee Assistance Programme
- Mental-health support
- Financial wellbeing programme
- Wellbeing budget per employee
- Health screening
- Occupational-health referral SLA
Governance & transparency
65 metricsThe strategy, fairness and transparency framework around reward — increasingly what the board asks about first.
- Gender, ethnicity & disability pay-gap analysis cadence
- EU Pay Transparency Directive readiness
- Pay-range publication on adverts
- Pay-equity analysis cadence
- Total reward statements adoption
- Documented reward strategy & pillars
- Promotion decision governance
- Promotion equity monitoring
Illustrative examples · the library grows as members ask for new benchmarks — see below.
See depth by sector and size →
Cross a sector with a size band and the pool naturally thins — where fewer than 5 organisations sit behind a figure, lumi suppresses it rather than show you something thin. On the demo we'll show the exact depth for your cut.
Can't find the metric you need?
The benchmark should answer your questions. If a metric isn't there yet, you have two ways to get it — and both feed the whole co-operative.
Create your own pulse survey
Build a short survey, send it to the network, and get an anonymised, cited read back — the same suppression rules, the same board-ready charts.
Request a new benchmark
Tell us what you want to compare and we'll add it to the library — so next time, it's already there for you and every other member.
Three steps to a benchmark you can trust
Add your data
Answer the reward questions that matter — benefits, time off, policies, practice. "Not applicable" counts too. Your very first answer shows a live comparison.
Choose your peers
Benchmark against everyone, your sector, your size band, organisations most like you — or a custom peer group you build yourself.
Act on the signals
Work the flags that matter, capture your reward strategy, and export the evidence — ready for the next reward review or board meeting.
What reward teams say
Attributed by role and sector — the people who benchmark their reward with lumi.
This platform gives the HR team instant credibility in the boardroom with ironclad, defensible financial data.
We can finally benchmark every facet of total reward, not just base pay. It's the comprehensive view we've been missing.
lumi's always-on, 24/7 benchmarking gives us a continuous pulse on our benefits and wider reward practices versus the market — shifting our strategy from reactive troubleshooting to proactive risk mitigation.
The ability to visualise exactly where we stand across all our reward practices is a massive step forward for our team.
Beautifully designed and exceptionally easy to navigate.
Deliberately conservative with every number
Reward data is sensitive. lumi is built so that every figure is one you — and we — can defend.
Anonymity comes first
If fewer than 5 organisations sit behind a figure, it is never shown — on screen, in exports, or in print. No individual organisation's data can be worked out.
Medians, not averages
Every comparison is a median or percentile across valid peer answers, so one unusual organisation can't skew your read.
Every figure is cited
Percentile, peer group and sample size travel with every number — there is no such thing as an unattributed figure in lumi.
Your data stays yours
Member data is used for one thing: the benchmark you all share. It is never sold, never passed to third parties, and handled under UK GDPR.
A UK pool, for UK decisions
Every organisation in the benchmark is a UK employer. No blending with overseas markets that pay differently.
No agenda at review time
lumi has nothing to sell you when the decision lands — it surfaces the gap, cites the evidence, and stops there. The strategy stays yours.
See it on your organisation's data
Twenty minutes, no obligation. We'll show you exactly where you stand — live — and answer anything.
The ROI was immediate: our offer acceptance rates went up, turnover went down, and we finally have a data-driven hiring edge.
Your live position
We load a peer group and show where your benefits, policies and reward practices actually sit — with the distribution behind each number.
A board-ready pack
See how lumi turns your position into a cited, board-room document — with anything too small to show safely held back.
Your questions answered
Ask anything — how the peer groups work, where the data comes from, or how anonymity is protected.
Come as you are — bring a colleague if it helps. You'll see real results on the call, before committing any of your own data.
The questions every HR team asks
I'm not a reward specialist — is this for me?+
Where does the data come from?+
How do you keep self-reported data reliable?+
Can other members see our data?+
How do the proactive signals work?+
Is our data safe?+
Do you benchmark salaries?+
How is this different from a reward survey?+
Do we need to integrate anything?+
Do we have to contribute our own data?+
How long does it take to get value?+
What does it cost?+
See your position before
the next reward review.
Book a demo and we'll walk you through where you stand against similar UK organisations — live, on real data.