How to benchmark salaries for claims and complaints roles
Successfully benchmark salaries for your claims and complaints function. Learn why underpricing judgment-heavy investigation roles leads to weak candidate shortlists and high compliance team attrition.
The short answer
Claims and complaints salaries should be benchmarked by complexity, legal exposure, insurer contact, drafting responsibility and seniority.
A complaints administrator is not the same as a PI Claims Manager or Risk Lawyer handling sensitive matters.
What drives salary
Salary is shaped by claims value, complaint volume, regulatory sensitivity, legal qualification, insurer-facing work, investigation responsibility, partner interaction and management duties.
The more judgement required, the more competitive the salary should be.
Why titles mislead
A Complaints Manager in one firm may be operational. In another, they may handle high-risk claims, report to insurers and advise senior stakeholders.
Benchmarking by title alone can misprice the role.
How to set the range
Define the role’s actual work first. Then compare with similar roles by scope, not just name.
If the budget is fixed, adjust the remit honestly.
Bottom line
Claims and complaints salary benchmarking must reflect responsibility.
Underpricing judgement-heavy roles leads to weak shortlists and attrition.
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