We know that paraplanning is a career in its own right, but we also know that the role of a paraplanner varies widely across the profession in terms of what it entails and how it is recognised. To have your say on this in a dedicated paraplanner survey, Lee Old, Co-founder of Antony George Recruitment, tells us more.
If you’re a paraplanner, you’ve probably felt the market changing.
The role is not standing still.
Salaries are shifting.
Flexible working is still a major talking point.
Technology and AI are becoming harder to ignore.
And in many firms, paraplanners are being asked to take on more responsibility than ever before.
That can be a good thing.
More responsibility can mean more influence, more variety and more opportunity.
But it also raises a fair question:
Are you being properly recognised for the work you now do?
The paraplanner role is changing
Paraplanning is no longer seen as a purely back-office role.
In many firms, paraplanners are now much closer to the advice process.
You may be involved in technical research, advice strategy, suitability reports, client meetings, adviser support, workflow improvement and client communication.
That shows how valuable paraplanners have become.
But it can also blur the lines.
If your role has grown over time, it is worth asking:
- Has your salary grown with it?
- Do you have a clear job description?
- Are your responsibilities understood by the wider business?
- Do you have a proper route for progression?
- Are you being supported, or just given more work?
These questions matter.
A strong paraplanner can make a huge difference to a financial planning firm.
Salary transparency is still a problem
One of the biggest issues in the paraplanner market is the lack of clear, current salary data.
Many paraplanners do not know how their pay compares with others in similar roles.
You might know what you earn.
But do you know how that compares by region, experience, qualification level, working pattern, benefits and responsibility?
That is where things get harder.
A salary alone does not tell the full story either.
Your package might include:
- Bonus
- Pension contributions
- Study support
- Exam bonuses
- Flexible working
- Private medical cover
- Extra annual leave
- Career development
- Support towards chartered status
Two paraplanners on the same salary may have very different overall packages.
That is why better data is needed.
You should be able to understand where you sit in the market.
Flexible working is still a major factor
Hybrid and remote working are now a big part of the paraplanner market.
For many paraplanners, flexibility is no longer a bonus. It is a key part of what makes a role attractive.
But not all flexible working is equal.
Some firms have built proper systems around hybrid working. They have clear communication, strong processes and trust in their teams.
Others still struggle.
You may technically have flexibility, but still feel pressure to be in the office.
Or you may work remotely but feel disconnected from advisers, administrators or the wider team.
The question is not just whether a firm offers hybrid working.
The real question is whether it works properly in practice.
Technology and AI are creating a divide
Technology is another area where the market is moving.
Some firms are investing in better systems, automation and AI tools.
Others are still relying on manual processes, duplicated work and outdated software.
For paraplanners, this has a real impact.
Poor systems can make your job harder than it needs to be.
You might spend too much time chasing missing information, rekeying data, fixing errors or working around broken processes.
Better technology should not replace your judgement.
It should support you.
It should give you more time to focus on technical work, advice quality and problem solving.
AI is now becoming part of this conversation too.
Some firms are starting to use it for research, report drafting, workflow support and internal processes.
The best firms will use AI to support paraplanners, not sideline them.
Career progression needs more attention
Not every paraplanner wants to become a financial adviser.
That point matters.
Some paraplanners want to become technical specialists.
Some want to lead a paraplanning team.
Some want to move into operations, compliance, training or management.
Some want more client exposure without becoming an adviser.
But many firms still do not have clear progression routes for paraplanners.
That can leave talented people feeling stuck.
If you are serious about your career, you should know what progression looks like in your firm.
You should know what skills you need to build.
You should know what your next step could be.
And you should know whether your firm genuinely sees paraplanning as a long-term career, not just a stepping stone into advice.
Why this survey matters
Antony George Recruitment has launched its third Paraplanner Salary Survey, sponsored by The Financial Planning Club.
The aim is simple.
We want to give paraplanners a clearer picture of where they sit in the market.
The survey covers:
- Salaries
- Bonuses
- Benefits
- Working patterns
- Qualifications
- Career progression
- Technology
- AI
- Role expectations
It is completely anonymous and takes around five minutes to complete.
Everyone who takes part will receive a full breakdown of the results on Friday 29th May.
As a thank you, Antony George will also be giving away 3 x £50 Amazon vouchers to participants selected at random.
Take part in the 2026 Paraplanner Salary Survey
The paraplanner market is changing.
Your role is changing.
Your value to firms is changing.
So it makes sense that the data around salaries, benefits, working patterns and progression should be clearer too.
If you are a paraplanner and want to understand where you sit in the market, take part in the survey here: https://survey.antonygeorge.com/paraplanner
Main image: smiley face, markus-winkler-wpOa2i3MUrY-unsplash
