Start with your annual pay offer, then estimate employer National Insurance and pension costs. See the assumptions before comparing an in-house hire with an outsourcing proposal.
Hiring in a different market? Compare all four side by side.
Start with the whole pay offer. Enter salary plus the commission or bonus you expect to pay. GBP 60,000 is an editable illustration, not a verified UK salary median. No hidden base-to-OTE multiplier is applied.
Keep relief separate from gross cost. The starting example includes no Employment Allowance allocation. If your employer is eligible and has allowance available, enter a confirmed portion explicitly. Do not reuse the same allowance across several hires.
One SDR in the United Kingdom, one year. This is pay plus selected employer costs, not a fully loaded operating budget or payroll advice. Sources include statutory rates and illustrative allowances; they are not all statutory charges.
One ordinary category-A employee for the full 2026/27 tax year, 6 April 2026 to 5 April 2027, enrolled throughout in a qualifying-earnings pension. All entered pay is assumed liable to employer NIC and qualifying earnings. This annual-band budget is not a pay-period payroll calculation. Directors, special NIC relief, salary sacrifice, different pension bases, opt-outs, partial years and uncertain coverage are outside this example.
Use another calculation for salary sacrifice, opt-outs or schemes based on total/basic pay. The tool assumes enrolment; it does not assess age, eligibility or minimum-wage compliance.
£60,000 is an example, not a market salary benchmark. Replace it with your offer.
14 is a planning assumption from the existing US research, not a verified local benchmark or provider promise.
3% is the minimum for this assumed basis. Use a higher scheme rate where required; this is not a percentage of total pay.
Employment Allowance belongs to the eligible employer, not to each hire. Enter only the portion you have confirmed is available for this example after other payroll use. The tool does not decide eligibility, claim the allowance or reserve it across scenarios. The applied amount cannot exceed this example's gross NIC.
1.30 is illustrative, not a current exchange quote. Replace it with your comparison rate. It changes USD displays only, not GBP costs.
Required only for a positive allocation. This confirmation does not make a claim to HMRC or reserve allowance for other scenarios.
Optional planning scenario, not a forecast. Ramp to full productivity does not mean zero meetings. Attrition, vacancies and replacement costs are not calculated.
Comparison USD: $78,000
16.0% of modelled pay. Comparison USD: $12,442.
Comparison USD: $90,442. Excludes tooling, data, recruitment and management.
Annual estimate divided by 12. Not a productive-month price.
12 months at your meeting input. Not a held-meeting or accepted-opportunity metric.
First-year meetings = monthly target × [12 − ramp months + ramp months × ramp-output share]. This changes modelled output, not the annual budget. USD uses your entered comparison rate; the starting 1.30 is illustrative, not a market quote. GBP totals do not change when FX changes. Currency conversions are indicative and exclude exchange fees.
Category A: 15% above the annual GBP 5,000 threshold. Actual pay-period thresholds and pay timing can produce a different payroll total; this is not a payslip calculation.
Annual planning calculation from the cited rule and your inputs. Evidence: statutory rule. Reviewed 2026-08-31. Read the source
3% of the annual GBP 6,240–50,270 band for the assumed enrolled employee. Eligibility is not assessed and other pension bases are not modelled.
Annual planning calculation from the cited rule and your inputs. Evidence: statutory rule. Reviewed 2026-08-31. Read the source
GBP 60,000 is an illustrative annual pay offer including expected commission or bonus. A current, comparable UK SDR salary median was not established. There is no hidden base-to-OTE multiplier; replace the full annual amount with your offer.
One ordinary category-A employee for the full 2026/27 tax year, 6 April 2026 to 5 April 2027, enrolled throughout in a qualifying-earnings pension. All entered pay is assumed liable to employer NIC and qualifying earnings. This annual-band budget is not a pay-period payroll calculation. Directors, special NIC relief, salary sacrifice, different pension bases, opt-outs, partial years and uncertain coverage are outside this example.
Employment Allowance belongs to the eligible employer, not to each hire. Enter only the portion you have confirmed is available for this example after other payroll use. The tool does not decide eligibility, claim the allowance or reserve it across scenarios. The applied amount cannot exceed this example's gross NIC.
Recruitment, tools, data, management, other benefits and leave-cover staffing are separate. Paid leave already included in annual salary must not be counted twice. This model does not check minimum-wage compliance or calculate an all-in operating budget.
$3,500–$5,500/mo depending on market; $5,500/mo ($16,500/quarter) for a US-market dedicated SDR. These are our stated regional rates, not a quote for every role. Confirm the market, capacity, scope and commitment before comparing them with your hiring budget.
Do not compare a payroll subtotal with a managed-service package as if their inclusions were identical. Add tools, recruitment and management to your hiring budget; check agency onboarding, ramp and qualification requirements separately.
Confirm staffing, management, data, tools, onboarding and replacement responsibilities in the proposal. Outsourcing does not eliminate campaign ramp, buyer involvement or performance risk.
Discuss the scope for your marketScope first. One ordinary category-A employee for the full 2026/27 tax year, 6 April 2026 to 5 April 2027, enrolled throughout in a qualifying-earnings pension. All entered pay is assumed liable to employer NIC and qualifying earnings. This annual-band budget is not a pay-period payroll calculation. Directors, special NIC relief, salary sacrifice, different pension bases, opt-outs, partial years and uncertain coverage are outside this example. Pay-period rounding and uneven commission can change actual NIC and pension totals. Use payroll software for the liability; use this page for a scoped annual budget. Minimum-wage compliance is not assessed.
National Insurance. HMRC's 2026/27 schedule gives 15% above the GBP 5,000 annual secondary threshold for category A. Special categories have different relief. This example excludes benefits-in-kind NIC, statutory-pay adjustments and Apprenticeship Levy.
Pension. The Pensions Regulator sets an employer minimum of 3% on qualifying earnings for this contribution basis; a scheme may require more. Its 2026/27 band is GBP 6,240–50,270. The separate GBP 10,000 enrolment trigger is not the contribution floor. We assume the employee is enrolled, rather than deciding eligibility from salary alone.
Employment Allowance. Employment Allowance belongs to the eligible employer, not to each hire. Enter only the portion you have confirmed is available for this example after other payroll use. The tool does not decide eligibility, claim the allowance or reserve it across scenarios. The applied amount cannot exceed this example's gross NIC. The annual limit is GBP 10,500, subject to HMRC eligibility rules. Single-director guidance excludes a company when that director is its only employee liable for secondary Class 1 NIC; it does not exclude every company with one director.
Pay and exclusions. A current, comparable national SDR salary median was not established for this review. Use your actual offer including expected variable pay. Add tools, data, recruitment, management, office costs, benefits and any leave-cover budget separately. Paid leave already included in annual salary must not be added again as duplicate salary cost. A statutory rate is not evidence of an all-in employment budget.
At the starting figures above, employer on-costs come to £9,571 a year, about 16.0% of this example's pay, not a country average. UK annual-budget scope and sources reviewed 2026-08-31. Pay and FX are illustrative; confirm payroll and pension applicability. The cross-market write-up is in What an SDR actually costs in 2026. Calculations run in your browser; no calculator submission is required.