What are the Civil Service pay grades and salary ranges for 2025/26?

The Civil Service uses a standardised grading structure. Indicative salary ranges for 2025/26 (national, outside London) are: Administrative Assistant (AA) £20,000-£24,000; Administrative Officer (AO) £24,000-£29,000; Executive Officer (EO) £29,000-£36,000; Higher Executive Officer (HEO) £36,000-£46,000; Senior Executive Officer (SEO) £46,000-£57,000; Grade 7 £57,000-£75,000; Grade 6 £75,000-£92,000. Senior Civil Service (SCS) ranges: SCS Pay Band 1 £63,000-£117,000; SCS Pay Band 2 £88,000-£162,000; SCS Pay Band 3 (Permanent Secretary level) £150,000+. Individual departments set their own pay scales within Cabinet Office guidance, so actual salaries may vary.

How does the Civil Service Alpha pension scheme work?

The Civil Service Alpha scheme is a defined benefit (career average) pension scheme that has applied to all Civil Service employees since April 2015. You accrue a pension of 2.32% of your pensionable pay each year (1/43.1 of salary). The accrued pension increases annually by CPI inflation during your career and in retirement. Employee contribution rates for 2025/26 are: 4.6% on earnings up to £23,100; 5.45% on earnings between £23,101 and £56,900; 7.35% on earnings over £56,900. The employer contribution is 28.97% of pensionable pay - a very significant benefit compared to private sector pensions. The Normal Pension Age is aligned to State Pension Age (currently rising to 67 by 2028). Alpha replaced the classic, premium, and nuvos schemes for new entrants.

What is London weighting in the Civil Service?

London weighting (also called the London allowance or Inner London Supplement) is additional pay for civil servants working in London to reflect the higher cost of living. The supplement varies by department and grade. Typically, Inner London roles attract an additional £3,000-£7,000 per year above national pay scales. For example, an EO working in Whitehall might receive a salary of £34,000-£40,000 versus £29,000-£36,000 nationally. Some departments use a single London pay band rather than a separate supplement. HMRC, DWP, and the Home Office maintain significant London workforces with formal London weighting structures. Check the specific job advertisement or the department's pay framework for the exact London uplift applicable to any role.

What is the Civil Service Fast Stream and how does it pay?

The Civil Service Fast Stream is a graduate development programme designed to develop future senior leaders. Successful applicants typically join at Higher Executive Officer (HEO) grade. Starting salaries are around £31,000-£35,000 nationally (2025), rising to approximately £40,000 after London weighting. Fast Streamers move through departments on 12-24 month postings, completing diverse placements. After 3-5 years, high performers are promoted to Grade 7. The application process includes online tests (verbal, numerical, situational judgement), a video interview, and an Assessment Centre. Success rates are approximately 3-5% of applicants, making it one of the most competitive graduate schemes in the UK.

How are Civil Service pay rises determined?

Civil Service pay is set through a combination of Cabinet Office guidance, Pay Review Bodies, and departmental negotiations. The Civil Service Pay Remit Guidance is issued annually by the Cabinet Office, setting parameters for pay awards. Non-SCS staff pay negotiations are influenced by the PCS union (Public and Commercial Services Union), the largest trade union for civil servants. Since 2010, pay increases have generally been below inflation (the 'public sector pay cap'), though this ended in 2018 and awards have been more variable since. For 2024/25, awards of 4.5-5% were typical across many departments following higher inflation. The SCS pay is determined separately by the Senior Salaries Review Body (SSRB), reporting to the Prime Minister.

What non-pay benefits do civil servants receive?

Beyond salary and the Alpha pension, civil servants typically receive: 25-30 days annual leave (increasing with service), rising to 30 days for many grades; bank holidays (8 days); flexible working arrangements and home working options; access to the Civil Service Sports Council and gym discounts; Cycle to Work scheme; season ticket loans; Employee Assistance Programme; access to the Civil Service Learning portal for funded training; and in some departments, childcare vouchers or nursery partnerships. SCS members receive additional benefits including subsidised healthcare screening and higher leave entitlement. The total package - particularly the defined benefit Alpha pension with 28.97% employer contributions - is substantially more valuable than most equivalent private sector roles.

What is performance pay in the Senior Civil Service?

SCS performance pay consists of two elements: consolidated pay awards (increases to base salary) and non-consolidated performance payments (one-off bonuses not added to base). The Senior Salaries Review Body sets frameworks for SCS pay. Non-consolidated payments for SCS1 typically range from £5,000 to £15,000 for the top 25% of performers. Consolidated awards depend on where the individual sits within their pay band - those below the median of the band may receive higher consolidated increases. Performance is assessed against the Civil Service competency framework (now the Leadership Statement), which assesses capabilities in areas including setting direction, engaging people, and delivering results. Pay progression within SCS bands is therefore tied to performance ratings rather than automatic annual increments.

Can I transfer my previous pension to the Civil Service Alpha scheme?

Yes - you can transfer previous defined contribution or defined benefit pension rights into the Civil Service Alpha scheme, subject to HMRC limits. Transfers are handled by MyCSP (My Civil Service Pension), the pension administrator. You must request a transfer value from your previous provider and a transfer quotation from MyCSP within 12 months of joining the Civil Service. The transfer value buys additional pension in the Alpha scheme at actuarial rates. Note that transfers from other defined benefit (final salary) schemes carry risk - you are giving up guaranteed benefits for actuarially calculated Alpha pension. An Independent Financial Adviser regulated by the FCA should be consulted for any transfer over £30,000.

Civil Service Salary Calculator UK 2025/26

Last updated: February 2026

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Civil Service Grade Pay Ranges (2025/26, National)

Grade	Full Name	Typical Min	Typical Max	Alpha Pension %
AA	Administrative Assistant	£20,000	£24,000	4.60%
AO	Administrative Officer	£24,000	£29,000	4.60%
EO	Executive Officer	£29,000	£36,000	4.60%
HEO	Higher Executive Officer	£36,000	£46,000	5.45%
SEO	Senior Executive Officer	£46,000	£57,000	5.45%
G7	Grade 7	£57,000	£75,000	7.35%
G6	Grade 6	£75,000	£92,000	7.35%
SCS1	SCS Pay Band 1	£63,000	£117,000	7.35%
SCS2	SCS Pay Band 2	£88,000	£162,000	7.35%
SCS3	SCS Pay Band 3 (Perm Sec)	£150,000	£200,000+	7.35%

Sources: Cabinet Office Civil Service Statistics, Civil Service Pay Remit Guidance 2024/25. Employer pension contribution: 28.97% (all grades). London offices typically add £3,000-£7,000 supplement.

The Civil Service Alpha Pension: A Valuable Benefit

One of the most significant advantages of Civil Service employment is the Alpha pension scheme. Unlike most private sector workplace pensions - which are defined contribution (where the pension depends on investment returns) - Alpha is a defined benefit career average scheme. This means your pension is calculated as a guaranteed percentage of your career earnings, adjusted for inflation, regardless of investment market performance.

How Alpha Pension Accrual Works

Each year, you accrue 2.32% of your pensionable pay (1/43.1). A Grade 7 on £65,000 accrues £1,508 of annual pension in that year. After 30 years of service at an average salary of £55,000, you would have built up approximately £38,280 per year in pension income. This pension is revalued by CPI inflation each year while you are active, meaning it maintains its real value throughout your career. In retirement, it continues to increase by CPI (capped at 2.5% for career average revaluation in some circumstances). This inflation protection makes Alpha exceptionally valuable compared to most private sector arrangements.

Employer Contribution: The Hidden Pay Premium

The employer (government) contributes 28.97% of your pensionable salary to the Alpha scheme - one of the highest employer pension rates in the UK. On a £40,000 salary, the employer pension contribution is £11,588 per year. If you were to replicate this defined benefit pension in the private sector through a defined contribution scheme, you would need to contribute significantly more than this to achieve an equivalent retirement income. When comparing civil service and private sector salaries, always add at least 20-25% to the civil service salary to account for the pension benefit premium.

Employee Pension Contribution Rates for Alpha (2025/26)

Pensionable Earnings	Employee Contribution Rate
Up to £23,100	4.60%
£23,101 to £56,900	5.45%
Over £56,900	7.35%

Employee pension contributions are deducted from gross pay before income tax (net pay arrangement), reducing your income tax liability. Contributions do not reduce your National Insurance calculations.

Civil Service Departmental Pay Structures

While the Cabinet Office issues annual pay guidance and sets overall parameters, individual departments negotiate their own pay frameworks. This means salaries for the same grade can vary significantly between departments. Here is an overview of how major departments approach pay:

HMRC

One of the largest employers in the Civil Service with over 60,000 staff. HMRC has its own pay framework with grades broadly aligned to Civil Service equivalents. London-based roles attract a supplement. HMRC has historically been competitive at operational grades (AA-EO) but faces competition from private sector tax/accountancy firms at senior levels.

DWP

Department for Work and Pensions is the largest UK government department by headcount. DWP operational roles are spread across the UK, making it one of the most significant regional employers. IT and digital roles attract higher pay ranges. The Flexible New Ways of Working programme has increased remote working options significantly post-2021.

MOD

Ministry of Defence civil servants work alongside military personnel. Roles range from defence procurement and project management to intelligence analysis and IT. MOD has significant locations in Bristol, Glasgow, and London. Defence equipment procurement specialists (DE&S) in Bristol operate on slightly different pay arrangements.

Home Office

Covers immigration, policing, counter-terrorism, and borders. Many roles are London-based with appropriate supplements. The Home Office has specialist pay scales for roles in Immigration Enforcement and Border Force. High-profile policy work at senior grades attracts qualified applicants despite below-market pay.

FCDO

Foreign, Commonwealth and Development Office is London-headquartered. Diplomats posted overseas receive supplementary allowances (overseas allowances, housing support, education allowances for dependants) that substantially increase total remuneration. Entry as a Fast Stream Diplomat or via the Diplomatic Service is highly competitive.

DVLA / Companies House

Both are executive agencies operating mainly from Wales (DVLA in Swansea, Companies House in Cardiff and London). They offer competitive regional salaries by local labour market standards. Digital and technology roles have seen significant investment, with pay enhancements for specialist technical skills.

Pay Review Bodies and the PCS Union

Civil Service pay is not simply set by the government - it involves a complex interplay between Cabinet Office guidance, independent Pay Review Body recommendations, and union negotiations. The Senior Salaries Review Body (SSRB) makes annual recommendations on SCS pay, which ministers may accept, partially accept, or reject. For non-SCS staff, the PCS (Public and Commercial Services) union is the primary representative, with around 180,000 members. The FDA (Association of First Division Civil Servants) represents senior grades and specialists.

Non-consolidated pay awards are one-off payments that do not increase the base salary. They are commonly used by the government when it wants to deliver a pay increase without permanently raising the pay bill. For example, a 2% consolidated award plus a 1% non-consolidated award means you get 2% added to your salary permanently and a 1% one-off payment that does not recur next year. Understanding this distinction is important when evaluating the real value of a pay award versus a headline figure. The Government Actuary's Department (GAD) periodically reviews the civil service pension fund to ensure contribution rates remain sustainable.

Civil Service Fast Stream: Entry and Career Progression

The Fast Stream is open to graduates and existing civil servants. The Generalist strand is the most popular, covering policy work across departments. Specialist strands include the Government Economic Service, Government Operational Research Service, Government Statistical Service, Government Finance Profession, Digital Data and Technology (DDaT) Fast Stream, and the Diplomatic Service. Each strand has specific qualification requirements and assessment processes. The DDaT Fast Stream, in particular, has seen strong growth in recent years as the government invests in digital transformation.

The Civil Service also offers several internship and placement schemes for undergraduates, including the Summer Diversity Internship Programme (for undergraduates from under-represented groups) and the Year in Government scheme for penultimate-year students. These placements typically pay an equivalent of £24,000-£28,000 annualised and provide an excellent route to Fast Stream or direct entry applications.

The Civil Service Competency Framework and Behaviours

The Civil Service Success Profiles framework replaced the old Competency Framework in 2018. It has five elements: Behaviours, Strengths, Ability, Experience, and Technical. Behaviours are the most commonly assessed element in job applications. The eight Civil Service Behaviours are: Seeing the Big Picture, Changing and Improving, Making Effective Decisions, Leading and Communicating, Collaborating and Partnering, Building Capability for All, Managing a Quality Service, and Delivering at Pace. Each behaviour is assessed at specific levels depending on the grade. In interviews, you are typically expected to give STAR (Situation, Task, Action, Result) examples demonstrating these behaviours. Understanding the framework is essential for successful applications at any grade.

Official Sources

Mustafa Bilgic

Finance writer and UK public sector pay specialist at ukcalculator.com. Mustafa covers civil service pay grades, pensions, and employment, using Cabinet Office data and civil service pension scheme documentation. Learn more.