The ACEVO Pay and Equalities Survey is the most extensive source of data on charity CEO pay, benefits and leadership development. For over two decades, it has served as a vital tool for sector leaders looking to gain insight into trends and challenges in governance, remuneration and representation.
Each year, the survey captures the voices of hundreds of charity chief executives across England and Wales and through our partners at ACOSVO and CO3, across Scotland and Northern Ireland too. It reveals critical patterns related to gender, race, disability and organisational structures, supporting leaders in benchmarking their organisations and making informed, equitable decisions.
This short briefing focuses on just one aspect of the findings from the 2022, 2023 and 2024 surveys: the median income of respondents in different age groups. For the full data set and analysis of these trends and so much more, the Pay and Equalities Survey reports are available for purchase. The latest report will be published in November 2025.
| Age Group | 2022 Median | 2023 Median | 2024 Median |
| 25-34 | £46,750 | £50,000 | £49,000 |
| 35-44 | £53,060 | £58,300 | £58,000 |
| 45-54 | £57,273 | £60,000 | £64,500 |
| 55-64 | £61,000 | £60,000 | £60,859 |
| 65+ | £47,000 | £63,000 | £52,000 |
The most stable group is 55-64, with very little variation across the three years. The small dip in 2023 could have indicated a plateau in earnings at this career stage due to possible factors such as reduced working hours or part-time roles.
The most volatile group is the 65+, with a high spike in 2023 followed by a large decline in 2024. This volatility could suggest changing retirement patterns or short-term roles.
The group with the strongest growth is 45-54, seeing a £7,227 increase from 2022 to 2024. The median salary rose notably in 2023, which likely reflects a career peak.
There was a rise in income between 2022 and 2023 for the 25-34 age group, however this was not sustained into 2024. The slight decline in 2024 may reflect economic uncertainty or wage growth slowing. Nevertheless, the 2024 median is still higher than it was in 2022.
There was an increase of £5,240 from 2022 to 2023 for the 35-44 age group, which could reflect the mid-career stage where salaries rise quickly with experience. This was followed by a minor decrease in 2024. Despite this decline, the 2024 median income is still £4,940 higher than it was in 2022.
Reflections
In terms of the stability in the 55-64 age group and the volatility in the 65+ age group where senior staff may be approaching retirement or considering part-time/flexible roles, charity CEOs should plan ahead for succession in leadership and specialist roles and consider offering phased retirement or flexible consultancy models to retain expertise without full-time commitments.
The 25-34 age group seems to be more affected by economic uncertainty and may experience slower wage progression. Retention may be challenging unless there are clear career development pathways, flexible working and a focus on wellbeing.
For those in the mid-career age groups (35-44 and 45-54), individuals may expect career progression and salary increases. Charity leaders should invest in leadership development to retain experienced staff and recognise that this period is a critical retention risk zone where individuals may move for higher salaries.
The diverging salary trends highlight the need for thoughtful pay benchmarking and equity reviews.
We encourage charity leaders to:
- Prioritise succession planning and skills retention.
- Support early- and mid-career staff with clear growth opportunities.
- Align HR strategies with the realities of economic uncertainty and salary dynamics.
- Ensure that pay structures align with sector standards and are transparent and fair.
The full reports from 2022, 2023, and 2024 offer detailed breakdowns by gender, race, disability, region, board satisfaction, and much more. Visit acevo.org.uk to purchase the latest Pay and Equalities Survey reports.