Every year, as pay reviews come round, people get in touch with the same questions. Hiring managers ask what they should be paying their team, and senior people ask me what they should be getting themselves. This guide is our attempt to add some value and answer both.
It is built from what people have actually told us. Since January we have had more than 400 conversations with sustainability professionals, and pay comes up in most of them. We have added the packages agreed on our own placements and the benchmarking we have done for clients this year. Figures are London base salaries in £000s (there is a guide to other locations at the end), shown as ranges rather than averages, because the spread within a level is often wider than the gap between levels.
Three things the numbers say
The first two points are the headline for 2026. The market has been quiet for senior people, and many are prioritising scope, stability and the right organisation over the number. Below £100k it is a different story: good people at analyst and manager level still have options, and they know it. If you are going to lose someone next year, it is most likely to be from the middle of your team.
The third point explains most of the spread in the tables, and it holds in every sector. In an investment firm it is the seat in the deal or portfolio team; in a corporate it is the role that shapes strategy, product or value creation rather than the one that compiles the sustainability report. Two people called "ESG manager" can be £25k apart for exactly this reason.
Listed asset management and asset owners
| Level | Experience | Base (£k) | Typical bonus |
|---|---|---|---|
| Analyst | 1–4 years | 50–70 | 10–20% |
| Senior analyst / manager | 4–8 years | 70–95 | 15–30% |
| Lead / VP (stewardship, integration, product) | 8–12 years | 100–140 | 20–40% |
| Head of responsible investment or stewardship | 12+ years | 140–190 | 30–60%, more at the largest houses |
Asset owners and the LGPS pools typically pay 10–20% less in base and less in bonus, offset by pensions and stability. Investment specialists and product roles sit at the top of each band.
Private markets (PE, infrastructure, real estate, private credit)
| Level | Experience | Base (£k) | Typical bonus |
|---|---|---|---|
| Analyst | 2–4 years | 50–65 | 10–20% |
| Manager / associate | 4–8 years | 70–90 | 15–30% |
| Director / senior specialist | 10–14 years | 95–130 | 20–40% |
| Head of sustainability / ESG | 12+ years | 140–200 | 25–50%; carry at some firms |
For central, non-deal sustainability teams. Seats embedded in deal or underwriting teams pay a level higher. Carry remains rare below director for sustainability roles.
Corporates
| Level | Experience | Base (£k) | Typical bonus |
|---|---|---|---|
| Sustainability analyst / officer | 1–4 years | 35–50 | 0–10% |
| Sustainability manager / ESG lead | 4–8 years | 50–75 | 5–15% |
| Senior manager / head (mid-sized business) | 8–12 years | 80–115 | 10–20% |
| Head / director of sustainability (large group) | 12+ years | 120–160 | 15–35%, plus long-term incentives |
PE-backed portfolio companies usually sit at the upper end and increasingly add equity for a first head of sustainability. Reporting-led roles sit lower than roles that own a commercial or operational agenda.
ESG data, ratings and stewardship technology (commercial and product)
| Level | Experience | Base (£k) | Variable |
|---|---|---|---|
| Business development / junior account executive | 1–4 years | 45–60 | 20–40% on target |
| Account executive / product manager | 4–8 years | 60–85 | 40–100% on target (sales) |
| Senior account executive / account director | 8–12 years | 85–110 | 50–100% on target |
| Head of sales, product or a region | 12+ years | 110–150 | 30–100% |
Sales pay is about the split as much as the base. New-business sellers who can open asset-manager and bank accounts command the top of each band. US heads of sales and product in our conversations earned $180–290k base.
Non-profit, foundations and impact organisations
| Level | Experience | Base (£k) | Typical bonus |
|---|---|---|---|
| Programme / engagement lead | 4–8 years | 50–65 | Rarely |
| Senior manager / head of programme | 8–12 years | 70–95 | Rarely |
| Director | 12+ years | 95–125 | Rarely; some performance pay at larger bodies |
Investor-facing membership bodies and those with a commercial arm pay at the upper end. We have not included chief executive pay, which depends more on budget and board than on market rates.
Outside London
About a quarter of the people we spoke to this year work in continental Europe or the US. The patterns are clear, so rather than repeat every table we have set out below how the London ranges translate.
| Location | Compared with the London ranges |
|---|---|
| Rest of the UK | 10–20% lower, less in fully remote roles |
| Amsterdam, Paris, Frankfurt, the Nordics | Similar numbers, but in euros: roughly 10–15% lower in real terms. Smaller bonuses, better pensions and benefits |
| Zurich and Geneva | The London figure in francs plus 30–50% |
| New York | The London figure in dollars plus 50–70%. Other US cities 10–20% below New York |
So a London head of responsible investment on £160k would typically earn €150–170k in Amsterdam and $240–270k in New York. The US gap is widest at senior level, where heads of function and ESG data sales leaders in our conversations earned $180–300k base.
What it means if you manage a team
The pressure point is the middle. Your analysts and managers are the people most likely to be approached in 2027, and they expect around a fifth more to move. A modest increase now, or a clear route to the next level, is cheaper than replacing them in a market that is about to pick up. If someone on your team has quietly taken on the work of the level above, the tables above are a fair guide to what a competitor would offer them.
What it means if you are thinking about your own number
At senior level, the market rewards patience more than a hard line on base. The people moving well this year have negotiated on scope, title, bonus structure and flexibility as much as salary. If you are below the range for your level and seat, that is worth raising at your review now, with evidence, rather than waiting to prove it by leaving.
How we built this. Countless conversations with sustainability professionals in the UK, continental Europe and the US between January and October 2026, plus packages agreed on Farrell Associates placements and client benchmarking in 2026. We have also checked our ranges against published salary surveys. Ranges reflect where most people sit, not the extremes. Individual packages vary with firm size, location within the UK and the exact remit of the seat. Nothing in this guide identifies an individual or an employer.
I'm happy to talk through how your team or your package compares. Neil Farrell · neil.farrell@farrellassociates.com · +44 (0)20 3934 4388