Logistics Salary Guide UK (2026)

Salary is the single biggest reason a permanent offer is accepted or declined — yet it remains one of the hardest things for employers to get right. Pitch too low and your best candidates withdraw at offer stage; pitch too high and you distort your own pay structure. This guide sets out indicative market ranges for the permanent logistics and supply chain roles we recruit most often. Treat every figure as a guide, not a guarantee: actual pay depends heavily on region, sector, company size and the individual's track record.

Indicative permanent salary ranges

The bands below reflect typical UK base salaries for permanent positions in 2026, excluding bonus, car allowance and benefits. London and the South East usually sit at the upper end; many regional roles sit lower.

Warehouse & distribution

• Warehouse Team Leader / Supervisor: around £28,000–£36,000
• Shift Manager: around £36,000–£48,000
• Warehouse / Operations Manager: around £45,000–£65,000
• Site / General Manager (large DC): around £65,000–£95,000+

Transport planning

• Transport Planner / Scheduler: around £30,000–£42,000
• Transport Manager (National CPC): around £45,000–£60,000
• Head of Transport: around £65,000–£90,000+

Supply chain

• Supply Chain Analyst: around £32,000–£45,000
• Demand / Supply Planner: around £38,000–£52,000
• Supply Chain Manager: around £55,000–£75,000
• Head of Supply Chain: around £80,000–£120,000+

Procurement, drivers & fulfilment

• Buyer / Senior Buyer: around £35,000–£55,000
• Procurement / Category Manager: around £55,000–£75,000
• HGV Class 1 (C+E) Driver, permanent: around £34,000–£44,000
• E-commerce Fulfilment Manager: around £45,000–£65,000

A salary band only tells half the story. Candidates increasingly weigh the total package — bonus, pension, shift pattern, hybrid working and progression — against the headline number.

What actually drives pay

Several factors push an individual's value up or down within (and beyond) these ranges:

• Location: London, the South East and major distribution hubs command a premium; some regions sit 10–20% below.
• Sector and scale: running a 24/7 e-commerce mega-site is paid differently from a single regional depot. Pharma, food and 3PL each have their own norms.
• Qualifications: a National CPC, CILT membership, IOSH/NEBOSH or recognised continuous-improvement credentials all add value.
• Systems and data skills: WMS, TMS, ERP and strong analytics consistently lift offers, especially in planning and supply chain roles.
• Scarcity: when demand outstrips supply — as with customs specialists and CPC-qualified transport managers — pay rises faster than the averages suggest.

How to benchmark a fair offer

Benchmarking is about evidence, not guesswork. Start by defining the role precisely — scope, team size, shift pattern and the systems involved — because two jobs with the same title can sit a full band apart. Then triangulate: look at what you currently pay comparable people, what competitors in your region advertise and what specialist recruiters are seeing live in the market.

Finally, think in total reward. If your base sits mid-range, a strong bonus, a clear progression path or genuine flexibility can win the candidate your competitors are also chasing. Where you can't match the top of the band, be transparent early; the worst outcome is a candidate who withdraws at offer stage after weeks of process.

Get a live benchmark for your role

Employers: for an up-to-date, role-specific salary benchmark and a shortlist of permanent candidates, submit your vacancy and one of our specialist consultants will come back with market intelligence for your exact brief. Candidates: if you'd like a confidential view of what your skills are worth in today's market, upload your CV and we'll advise you honestly on where you sit.