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Young UK chemists question what they are worth

Chemistry graduates navigating the uk industry job market are increasingly disheartened by roles that offer them disappointing remuneration and low job security, by vanessa zainzinger, special to c&en, december 1, 2019 | a version of this story appeared in volume 97, issue 47.

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Nessa Carson, a synthetic organic chemist, says she is “extremely lucky” to be working for a big pharmaceutical company in southeast England. Since she moved back to the UK in 2017, after completing a master’s degree at the University of Illinois at Urbana-Champaign, Carson says she has seen many friends and colleagues leave chemistry because of a job market that offers young chemists fewer opportunities for exciting science or financial gain than they had hoped for.

“Generally, people are frustrated,” she says. “They don’t feel valued.”

The UK offers early-career chemists interested in industry—who normally have postdoc experience, a PhD, or a master’s degree—plenty of opportunities to work in one of the country’s many thriving contract research organizations. CROs are growing and recruiting steadily as drug companies in Europe and elsewhere increasingly look to outsource their R&D. Positions in big pharmaceutical companies, on the other hand, are rare, says Carson, who runs a Twitter account ( @ukchemjobs ) that accumulates and shares chemistry jobs available in the UK.

In most of the industrial positions open to young chemists, remuneration and job security are low, Carson says. “I think the market selects for people who absolutely love chemistry because that’s what they want to do with their lives. Others know they will be better off going into finance or management consulting. That’s what the people I did my undergraduate degree with are doing.”

The mood in the UK among early-career chemists who actually want to do chemistry is somber. Disappointed by the roles the job market has to offer, chemistry graduates say they are feeling undervalued and underpaid. Many are threatening to leave the country for better opportunities elsewhere.

CROs consider themselves attractive workplaces for young chemists. The companies, which offer a range of drug-discovery services—including medicinal chemistry, analytical chemistry, and lead optimization—allow researchers to participate in various projects, collaborate with people with different skill sets, and learn a lot about drug discovery, says Natalie Insley, human resources operations manager at the CRO Sygnature Discovery.

Related: Apprenticeships: Europe’s talent pipeline to industry

The Nottingham, England–headquartered company employs about 330 people and is experiencing constant growth, Insley says. Staff turnover is “generally low.” Sygnature also runs training programs within its chemistry department that allow students and recent graduates to gain practical work experience with the company.

Nathalie Dubois, the company’s marketing coordinator, adds that most researchers in its chemistry department are in their late 20s. “It’s a young culture, and we offer continuing development, internal and external training, problem-solving sessions, conference attendance, and the opportunity to develop their skills,” she says.

Some researchers, however, say they find little passion in working for a CRO. “It’s safe to say that where I am working, nobody at the junior level is particularly happy with their jobs,” says Katy, a medicinal chemist who, to protect her job, asked that her full name not be used.

Katy works for a large CRO in east England that hires chemists on fixed-term contracts. This means job security is low for everybody, she says. “Half the people I work with are [University of] Cambridge graduates, fantastic chemists, but that doesn’t matter. The company offers them no help with career progression.” Earlier this year, the company laid off 15 chemists, then hired another 15 a few months later, she says.

The work itself lacks passion, says Katy, who misses the innovation and target validation that would be part of a research job in a company that pursues its own projects. “You’re just told: ‘Here’s your target; go make some drugs.’ I always knew this isn’t the kind of work I’m interested in, but I didn’t have much of a choice,” she says. Katy moved back to the UK earlier this year when she was forced to end a postdoc at the University of California San Diego after a member of her family was taken ill. The only industry jobs she could find were with CROs, she recalls.

Frustration with the job market is making some young chemists consider moving to mainland Europe, where they hope they’ll find a greater variety of jobs and higher salaries. At a gross salary of £32,000 ($41,000) per year, Katy says she is paid around £10,000 less than a former postdoc colleague who left San Diego with her but took a job at a drug company in Berlin.

Cheap science

Another young chemist, Javier, moved to England from Spain for grad school at a public university in the northwest. Like Katy, he asked that, to protect his job, his full name not be used. Javier picked up plenty of job offers in the UK after completing his PhD, but he rejected them all because of the low salaries on offer.

“Perhaps my expectations were high because I did my PhD on a Marie Curie scholarship, which is roughly double the normal PhD salary in the UK,” Javier says, referring to a scholarship granted by the European Commission. “But in any case, the offers I got in the UK were about 40% lower than the ones I received in [continental] Europe.”

Javier settled for a job with a large specialty chemical company in Belgium. His salary is €49,000 ($53,900), a big step up from the best offer he received in the UK, at £28,000 ($35,900).

Even if the salary were equal, Javier says he saw no benefit to staying in the UK. Companies in the country normally offer 25 days of vacation a year, compared with the 33 days he gets in Belgium. Housing costs in the UK are 57% above the European Union average, according to the European Commission’s statistical office, Eurostat, topped only by Ireland and Switzerland. In comparison, housing costs in Belgium and Germany are 14% and 11%, respectively, above the EU average.

Tax comparisons between European countries are difficult to make, but according to research by the Institute for Fiscal Studies, the UK imposes relatively low taxes on the incomes of median earners, which are what most entry-level chemists would be.

Median salaries for PhD chemists, meanwhile, are lower in the UK than in other wealthy European countries, like Finland, Belgium, the Netherlands, and Germany, according to a study published last year by two nonprofits, the European Chemistry Network Association and the European Chemical Society. There are no statistics on how this gap manifests itself in the income of entry-level chemists specifically. A Royal Society of Chemistry survey published last month found that the median salary in the UK for early-career chemists is £33,200.

Paul Mears, head of chemical recruitment at Science Solutions Recruitment in Cheshire, England, often sees early-career chemists entering the job market with unrealistic expectations. Universities don’t always prepare their students for the reality of a highly competitive market with salaries well below what is promised by industries such as financial services, which hire chemists into nonresearch roles. He advises young chemists to build relationships with recruiters before they leave school to gain a realistic picture of the market and figure out what kind of position will suit them best.

Mears’s clients are CROs, contract development and manufacturing organizations (CDMOs), local manufacturers, and start-ups. Most of them are small, independent firms that are likely to offer young recruits job security but low salaries.

Some large companies offer great salaries under graduate schemes—programs that combine paid work and training—for a lucky few, but many more chemists are likely to be hired on a contract basis “without necessarily compensating for the lack of security,’’ Mears says. He adds that the UK chemistry job market is buoyant, despite the uncertainty surrounding Brexit, the country’s impending exit from the EU.

Related: British contract research firms fight to find science talent

Still, more and more chemists are moving to continental Europe for better job opportunities and higher wages, Mears observes. This is a reverse from 10 years ago, when chemists in postrecession continental Europe were tempted to the other side of the North Sea. Mears doesn’t blame Brexit but rather the fact that the Continent now offers comparable or even better salaries and jobs.

“Ten years ago we were gaining talent; now we might be losing it. I think this is driving a skills shortage in the UK,” he says.

The Northumberland, England–based CDMO Sterling Pharma Solutions says it has not seen its young recruits shun the UK for greener pastures. “We continue to receive many applications from chemists based in mainland Europe, and our recent recruits have included several Oxbridge graduates too,” says Sterling R&D director Mike Gibson, referring to the Universities of Oxford and Cambridge, two prestigious British schools. “We feel that we would not be receiving those applications if there was a significant salary disparity.” He adds that the salaries the company offers go far where it is based, in northeast England.

The 400-employee-strong firm is due to start recruiting researchers for a new milling and micronization facility. Gibson says Sterling likes to hire both fresh PhD graduates and experienced chemists. He adds that the CDMO has worked hard to become an attractive place to pursue a career, with “excellent development and progression routes into different areas of the firm.”

James Ayres, a synthetic organic chemist, is skeptical of relying on progression opportunities within a UK company. When searching for an industry position after graduating with a PhD from Cardiff University in 2018, the highest job offer Ayres received was £25,000. The company offered to increase the salary to £28,000 after 3 years. He is now working as a postdoc at the University of Leeds and earning £32,000.

Academia in the UK is still a great place for chemists, Ayres says. “I’m happy in my current position—I’m learning new skills, getting paid pretty well, and the science we’re doing is excellent,” he says. The chemical and drug industries, in contrast, are not as vibrant as they used to be, Ayres says. “There are still opportunities to do interesting work, but money matters too.”

Javier calls on UK companies to do better in valuing their young talent. Working conditions—including salary, holidays, working time, and flexibility—are important, he says. “I work to have a life; I don’t live to work,” he says.

Related: 10 years after the Great Recession, chemists reflect on the ‘lost generation’

Javier says he will stay in Brussels for a while but is hoping to someday move to Switzerland, where salaries—and living costs—are significantly higher. Ayres and Katy are both considering moves to mainland Europe, depending on family circumstances and the outcome of Brexit , which is likely to make it harder for young British chemists to live and work on the Continent.

Carson, the drug company chemist, says she is happy in her current job but emphasizes that it’s her love for chemistry that keeps her going. “If I were very sensible, I would probably leave chemistry,” she says. “If I was a bit sensible, I would leave the UK, and I think I will eventually.”

Vanessa Zainzinger is a freelance writer based in England.

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How much will I earn if I have a career in chemistry?

• The 2023 What Do Graduates Do report showed that the average salary for chemistry graduates six months after graduation was £25,593. Chemistry graduates had the highest levels of full-time employment (55%), although this was comparable for all science subjects (physics, biology, sports science).
• The Royal Society of Chemistry’s 2023 Pay & Reward survey showed a median salary of £50,000 for member-respondents. Early career members earned a median salary of £37,586. These results are based on the responses of 4,833 members of the Royal Society of Chemistry who completed the 2023 Pay and Reward Survey.
• Nearly 36% of all chemistry graduates in 2022/23 became science professionals or associate professionals and technicians with the top five jobs including: chemical scientist, laboratory technicians, secondary teachers, management consultants and business analysts, and Chartered and certified accountants. 21.5% went onto further study to gain a master’s, PhD or postgraduate diploma or certificate (such as PGCE). Science graduates are in demand in sectors that seek to solve some of the biggest challenges that we face, such as human healthcare and environmental degradation, as we seek a sustainable future.
• The contribution (direct, indirect and induced) of chemistry-using professionals to UK GDP was estimated to be £87 billion in 2019.
• There are estimated to have been 275,000 chemistry-using jobs in the UK in 2019, with a further 425,000 jobs supported by this workforce throughout the UK economy. See  Chemistry’s Contribution: Workforce trends and economic impact

Salaries depend on a large number of factors, including qualifications required, location, experience, size and type of the organisation.

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What chemical scientists earned in 2023

The median salary increased from the 2021 results, but pay disparities remain.

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• Lecturer and Professor Salaries – Explained
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Based on the 2018/19 HE Single Pay Spine and the typical 2019/20 university grade system, the average possible salary for university staff in the UK is: £40,761 for a Lecturer, £51,590 for a Senior Lecturer, £64,356 for an Associate Professor and £90,891 for a Professor.

Introduction

On this page, we discuss how the UK academic pay scale works, the average salaries of university lecturers and professors, and how they change with academic rank. While we’ve summarised the salaries at the top of this page, we go on to provide a full breakdown for each rank, so continue reading for the full picture.

How Salary Scales Work within UK Universities

In the United Kingdom, there is a single national pay spine that governs the salaries of university staff. The pay spine, formally known as the ‘ HE Single Pay Spine ’, is led by University and College Union ( UCU ) which negotiates salaries, pay structure and employment conditions on behalf of higher education (HE) and further education (FE) institutions.

It’s important to recognise that although the vast majority of UK universities adopt the HE Single Pay Spine, a handful of institutions do not. In such cases, staff salaries are regulated internally and may differ from those stated on this page.

Many considerations go into determining a staff member’s salary, but to summarise, staff members are assigned a grade based on their level of responsibility, experience and position (e.g. Lecturer, Senior Lecturer or Professor) and a corresponding spine value. In turn, the spine value corresponds to a pre-determined salary listed in the ‘HE Single Pay Spine’.

Note: London universities generally offer slightly higher Lecturer and Professor salaries, but this is only to offset the higher cost of living associated with working in the capital. This offset, more commonly referred to as a ‘London Allowance’, is typically in the region of £3,000 per year .

Average Salaries of University Lecturers and Professors in the UK

Based on the 2018/19 HE Single Pay Spine and the average 2019/20 grading levels adopted by three UK universities, we have determined the average salaries of research assistants, lecturers and professors as shown in the table below.

Note: Although the average salaries provide a quick, useful insight, it would be equally advantageous to know the salary range for each position, as academic salaries are relatively dynamic; the reason for this is discussed later.

Table showing average salaries and ranges for Research Assistants, Lecturers and Professors in the UK

The following image shows these salary ranges in the context of the typical progression paths observed for higher education positions within UK universities.

It is worth noting that while salaries can exceed £100,000 per year for positions with significant managerial responsibility, very few individuals will reach these positions. In fact, data from the Office for Students (OfS) shows that in 2017/18, only 1.5% of academic staff were paid over £100,000.

How Salary Increases Works

Salary increases within a grade.

The expectation is that each year, staff members will move up the spine scale and receive a pay increase in line with their new spine level. This will continue until the ceiling of their current grade is reached. At that point, with the exception of inflation-adjusted increases, the staff member will stop receiving wage increases until they move up a grade.

Note: The grade of a staff member reflects the level of responsibility they have, which usually coincides with their job title, i.e. whether they are a Lecturer, an Associate Professor or a Professor.

Increasing Grades

Moving up a grade is only possible when the responsibilities of a staff member increase noticeably or when they are promoted to a higher position, such as from a Senior Lecturer to an Associate Professor.

Non-Monetary Benefits

As with most professions, a university Lecturer or Professor’s job position comes with non-monetary benefits that complement their salary. These will vary between universities, and sometimes even within the same university, but can include:

• Allowances for travel or relocation,
• Discounted or fully waived access to training, university courses and on-site recreational facilities,
• Private healthcare,

UK vs US Lecturer and Professor Salaries

Unlike the United Kingdom, the United States does not have a national academic pay scale. This means that the salaries of Lectures and Professors in the US vary considerably not only between universities but also between states, institution types (public or private) and academic fields.

In addition, because the US does not have a national academic pay scale, it’s common for staff members to negotiate a pay increase when moving to a new institution. This is not generally the case in the UK as it would place staff members outside of the single pay spine.

According to ‘ The Annual Report on the Economic Status of the Profession, 2018-2019 ‘, produced by the American Association of University Professors ( AAUP ), the average university lecturer salary and average university professor salary within the United States is as per the comparison table below.

Table comparing average salaries for Lectures and Professors in the UK and the US

It should be noted that the US salaries stated above have the potential to be skewed. This is because the data provides a total sum only for the number of universities forming the data, and not for the number of staff members holding each position type.

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Canada pledges dramatic pay rise for PhDs, postdocs – but many will not benefit

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The Canadian government has pledged a significant investment in its graduate students and postdoctoral scholars after more than two decades of stagnation . Its 2024 budget proposal , announced on 16 April , provides C$825 million (£481 million) over the next five years to support next-generation researchers by increasing both the number and value of stipends. However, the pay rise will only be seen by graduates who win scarce Tri-Council grants, although it is hoped that as these stipends rise others will need to too to compete.

The budget, which the House of Commons must pass before it is finalised, would provide nearly C$200 million per year, increasing annual master’s and PhD scholarships to $27,000 and $40,000, respectively, and postdoctoral fellowships to $70,000. The budget’s passage is not guaranteed – it needs the support of at least one of three political parties other than the ruling Liberal party.

Source: © David Kawai/Bloomberg/Getty Images

Justin Trudeau, Canada’s prime minister, and Chrystia Freeland, Canada’s deputy prime minister and finance minister, presented the budget on 16 April. The package included funding that ended over 20 years of stagnation in PhD and postdoctoral stipends

The planned increases represent a dramatic jump. Currently, the typical annual stipend in Canada is around C$17,500 for master’s students, C$24,000 for PhDs and C$45,000 for postdocs. The government is also proposing C$1.8 billion to the different funding agencies in Canada over five years to increase core research grant funding.

The funding surge is expected to increase the number of research scholarships and fellowships provided by the government, building to approximately 1720 more graduate students or fellows benefiting each year.

Graduate student and postdoc pay in Canada has remained unchanged for over 20 years . A national survey last year by the Ottawa Science Policy Network found that nearly 90% of graduate students in the country reported feeling stressed and anxious about their finances, and almost one-third said they have considered leaving academia due to financial pressures.

‘These fellowships had the same value for many years, which means their ability to support students had, in many cases, fallen below a livable amount,’ explains Bruce Arndtsen , a chemistry professor at McGill University. ‘Many departments and institutions therefore needed to top these fellowships up from research grants simply to get to our normal stipend level.’

Most chemistry graduates ineligible for raise

Such a significant increase to graduate student stipends in Canada will give top students a competitive stipend and enable Canada to to better retain these students, Arndtsen adds. ‘It will also allow the use of grant funds to better support their research activities rather than topping their fellowship up to needed levels.’

However, he notes that these stipend increases will only apply to the select few who win prestigious Tri-Council awards, and the majority of chemistry graduate students in Canada do not receive these top fellowships but are instead paid from research grants. In fact, Arndtsen notes that funding for the Natural Sciences and Engineering Research Council of Canada’s major chemistry funding programme has also remained stagnant for decades, and he expresses hope that these grants will receive a similar increase in the near term.

Anne Labarre , a sixth-year PhD chemistry student at McGill who is involved in computational drug discovery, celebrated the government’s announcement. Labarre says the PhD stipends at her chemistry department are currently fixed at around C$26,000 per year and emphasises that this increase is significant considering the recent inflation and rent increases in Montreal.

Matthew Berg, who received a PhD in biochemistry from Western University in Canada in 2021 and is now a postdoc at the University of Washington in the US, is optimistic. ‘These increases are going to set the bar for where funding should be for trainees in the sciences and in graduate school,’ he states. ‘Right now, a lot of Canadian graduate students struggle,’ Berg continues. ‘We’ve heard stories of students having to rely on food banks and different support systems in order to just make it through their degree.’

Last year there was a nationwide walkout of students and academics in Canada who were demanding more federal funding for graduate students and postdoc researchers. This month, graduate teaching assistants at Western University went on strike to protest what they deemed unfair wages. Meanwhile, a union representing striking academic workers at York University in Toronto, including teaching assistants and graduate workers, appeared to have reached a tentative deal on 14 April after being on strike over pay since late February.

Berg says he was lucky – he received one of one of the elusive federal awards to support him as a PhD candidate in Canada, which he says was worth about C$35,000 annually for three years. As a postdoc in the US, Berg says he currently receives significantly better compensation, with a stipend equivalent to more than C$90,000.

‘My dream after my PhD is to move to back to Canada and be a professor there,’ he says. ‘But it does make me nervous how difficult it is to get funding there and I don’t want to run a lab where my students are struggling to survive.’

Michel Cayouette , the vice president of research and academic affairs at the Montreal Clinical Research Institute, says the C$1.8 billion funding boost is great news but will be insufficient to allow supervisors to increase the value of their trainees’ stipends to the amounts announced for award recipients. ‘This means that the vast majority of students and postdocs will continue to struggle financially,’ Cayouette warns. ‘There is therefore more work to do in coming years to fill the gap in funding and ensure that all trainees receive a liveable wage.’

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