Our newly released 2026 Salary Survey offers one of the clearest pictures yet of how the UK and Ireland intellectual property market
is evolving. Whilst salary benchmarking remains the headline attraction, the real value of the survey lies in the broader trends it reveals: rising salaries at qualification stage, changing hybrid-working expectations, continued growth in in-house careers, and ongoing questions around equality and talent retention.
Taken together, the results suggest that the IP profession is not standing still. Firms are still competing for specialist talent, but candidates are also becoming more selective about where and how they work.
Newly qualified salaries surged
The statistic attracting the most attention is the rise in pay for newly qualified patent attorneys. According to the 2026 survey, average base salary increased from approximately £68.9k to £75.6k in a single year, a rise of almost 10%.
That is substantial movement for a professional services market and indicates that qualification continues to be a major salary inflection point. Firms appear willing to pay a premium for attorneys who have completed the qualification process and can contribute more independently.
For trainees approaching qualification, this is a strong signal that the market still places significant value on newly qualified talent. For employers, it is a reminder that retaining trainees through qualification may be just as important as recruiting externally.
Hybrid working is becoming more structured
Flexible working remains embedded across much of the profession, but the survey points to a noticeable shift in expectations. A growing proportion of firms now expect attorneys to be in the office three to four days per week.
The important nuance is that hybrid working has not disappeared, rather firms are increasingly defining what hybrid means in practice. Collaboration, supervision, mentoring, and client interaction are all being cited more frequently as reasons for greater office attendance.
Candidates considering a move in 2026 may therefore need to examine hybrid policies more closely than in previous years, as the term “flexible working” can now mean very different things from one firm to another.
In-house careers continue to grow
Another significant finding is the continued rise in in-house representation. The proportion of respondents working in-house increased from 25% to 33%.
That means roughly one in three respondents now work in an in-house environment. The increase suggests that commercial and industry-based roles are becoming an increasingly attractive alternative to private practice.
The reasons are likely varied: closer involvement with business strategy, broader commercial exposure, different working patterns and, in some cases, a more direct connection to innovation and product development.
For private practice firms, this trend reinforces the importance of offering clear progression pathways and compelling long-term career opportunities.
Biotech remains one of the strongest-paying specialisms
Technical specialism continues to have a major influence on earning potential. In biotech, average salaries for attorneys with 2–3 years’ PQE have risen from around £77k in 2012 to approximately £103k in 2024, a trend highlighted within the 2026 survey analysis.
Crossing the £100k mark is a notable milestone and reflects the sustained commercial value of life sciences expertise. Pharmaceuticals, biotechnology, diagnostics, and related sectors continue to attract significant investment, and salary levels appear to be following that demand.
For candidates with life sciences backgrounds, the message is clear: specialist expertise remains highly sought after.
Trademark salaries have risen sharply over the longer term
The survey also highlights strong long-term growth in trademark remuneration. Average trademark attorney salaries increased from roughly £59k in 2012 to £85k in 2024.
It is a little more difficult to draw upon trends in trademarks given the smaller representative pool, however this statistic represents an increase of around 44% over the period and demonstrates that salary growth in IP is not limited to patent work. Brand protection, international portfolio management, and trademark strategy have become increasingly important commercial functions, and remuneration trends appear to reflect that shift.
The gender pay gap remains a live issue
The 2026 survey found that female respondents reported an average base salary of around £80k, compared with around £95k for male respondents.
The survey does not identify the causes of this gap, and factors such as seniority, specialism, working pattern, and career breaks may all play a role. Nevertheless, the data indicates that pay equity remains an important topic for the profession.
For firms, this underlines the value of regularly reviewing pay structures, promotion outcomes, and retention patterns to ensure reward practices are consistent and transparent.
A small profession competing for specialist talent
One of the more overlooked findings is simply the scale of the profession itself. The survey notes approximately:
- 2,818 registered patent attorneys
- 854 registered trademark attorneys
These are relatively small numbers when compared with many other professional sectors. Combined with the limited number of trainee opportunities typically available each year, they help explain why entry into the profession remains highly competitive even when qualified hiring activity is strong.
The talent pool is specialist, and experienced attorneys remain a scarce resource.
What should candidates take from the 2026 survey?
Several themes stand out for professionals considering their next career move:
- Qualification continues to command a strong salary premium.
- Specialist technical expertise, particularly in biotech, remains highly valued.
- In-house opportunities are becoming increasingly mainstream.
- Hybrid working expectations are becoming more structured.
- Career decisions are increasingly influenced by flexibility, culture, and development opportunities – as well as salary.
Candidates who understand these market dynamics are likely to be better positioned when evaluating opportunities and negotiating offers.
What should firms take from the survey?
For employers, the survey is a reminder that salary is only one part of the attraction package. Competitive pay remains essential, but it is not sufficient on its own.
Firms that can offer clear progression, meaningful development, transparent reward structures, well-defined flexible working arrangements, and a strong workplace culture are likely to be better placed in the competition for experienced IP professionals.
The growth in in-house careers should also encourage private practice firms to think carefully about what differentiates their offering in an increasingly competitive talent market.
The bigger picture
The 2026 Fellows & Associates Salary Survey paints a picture of a profession that continues to reward expertise and qualification, particularly in high-value technical sectors. At the same time, working practices are evolving, career paths are diversifying and professionals are placing greater emphasis on the overall quality of working life.
The market may feel uncertain in places, but the survey suggests that demand for skilled IP professionals remains very real. Rather than signalling a stagnant profession, the 2026 results point to one that is adapting to new commercial realities, changing workforce expectations, and an ongoing battle for specialist talent.
That is perhaps the most important conclusion of all: the IP profession is changing, and both firms and candidates will need to adapt if they want to stay competitive in the years ahead.
Check out the full results here: www.fellowssurveyresults.com