This is a sample for a fictional organisation (Northgate Care Group), to show the format and rigour of a lumi board pack.
Every figure your own pack cites is drawn from live member data, with the peer group and sample size attached. Figures under 5 organisations are never shown.
Private & confidential
Reward benchmark — board pack
Northgate Care Group (illustrative) · ~1,200 employees · All peers · 220 organisations · July 2026
Executive summary
How our reward package sits against similar UK organisations. Figures under 5 organisations suppressed throughout.
P58Overall position — broadly in line with the market
36 / 52Answered metrics within the on-market band
4Gaps flagged as worth a look
Northgate's reward package sits broadly in line with the market overall, with clear strengths in pension and
benefits and a small number of gaps that are worth a decision this cycle. The most material is annual leave, which sits
in the bottom quarter of the market, and the absence of private medical cover, now common among peers. Pension provision is
a genuine strength — ahead of roughly three in four comparable organisations. None of the figures below rests on fewer than five
organisations; each carries its peer group and sample size so it can be cited directly in committee.
Position by area
Percentile against all peers (50 = market median). All peers · 220 organisations.
Pay practiceP55
IncentivesP61
BenefitsP68
Time offP34
WellbeingP49
RecognitionP52
GovernanceP44
Biggest gaps to the market
Ranked by market gap. Each row cites peer group, percentile and n (organisations behind the figure).
Metric
Peer group
Position
n
Annual leave allowance
All peers
P24
96
Private medical cover
All peers
Not offered
213
Enhanced paternity pay
All peers
P31
88
Governance — pay-gap analysis cadence
All peers
P38
150
Employer pension contribution
All peers
P74
181
Peer-group depth for these cuts — all peers 220 · your size band (1,000–4,999 employees) 32 · your sector (Healthcare & Life Sciences) 9. Narrower cross-cuts that fall below 5 organisations are suppressed, never shown as a thin figure.
The evidence
The distribution behind two headline figures.
Annual leave allowance (days)Below market
All peers · n=96
You give 23 days — below about 3 in 4 comparable organisations (P24). Moving to the market median of 25 days would bring Northgate into line on a benefit staff notice quickly.
Employer pension contributionAbove market
All peers · n=181
You contribute 8% — ahead of about 3 in 4 comparable organisations (P74). A genuine strength worth protecting and stating in the retention story.
Where to look first
Indicative, for discussion — not a recommendation. lumi flags; the committee decides.
Annual leaveBottom-quartile against the market on a visible, low-cost-to-move benefit — the clearest single gap to close this cycle.
Private medicalNow common among peers and absent here; worth a deliberate decision (offer, or decide not to and hold the line knowingly).
GovernancePay-gap analysis cadence trails the market as transparency expectations rise — a low-cost, high-signal area to tighten.
Generated by lumi · UK reward benchmarking · percentiles use linear interpolation · n = the number of organisations behind each figure ·
figures resting on fewer than 5 organisations are suppressed throughout · illustrative figures for a fictional organisation.
Private & confidential.
Sample board pack Illustrative
Private & confidential