Research published by the Living Wage Foundation this September found that 6.3 million UK workers, nearly one in five, were in insecure work in 2024-25. For many, that means uncertainty over how many hours they’ll get or how much notice they’ll receive of their shifts, making it harder to budget for household bills or arrange childcare.

This Living Wage Week, taking place from 9-15 November, we’re reaffirming our commitment to being a real Living Wage employer. We’re also joining employers across the country in celebrating twenty-five years of the Living Wage movement.

At Datagraphic, we pay at least the real Living Wage and provide secure working hours. Both help our colleagues know what they can rely on.

What being a real Living Wage employer means

The real Living Wage is an independently calculated hourly rate based on living costs. Employers choose to pay it voluntarily, using a benchmark that reflects everyday expenses.

It is separate from the Government’s statutory National Living Wage. The calculation considers costs including housing and childcare, with different rates for London and the rest of the UK.

The Living Wage Foundation has announced a new UK rate of £14.10 an hour for 2026–27. As an accredited employer, we’ll keep pace with these annual changes.

Every colleague contributes to the business, whatever their role. Paying at least or above the real Living Wage is one way we recognise that.

Five years of Living Hours

An hourly rate is only part of someone’s income. The hours they can rely on and the notice they receive of their shifts also affect their ability to manage household finances.

In April 2021, Datagraphic became one of the first five organisations to gain Living Hours accreditation, building on our existing Living Wage accreditation.

Living Hours means at least four weeks’ notice of shifts, with guaranteed payment when shifts are cancelled within that notice period. It also includes the right to a contract reflecting the hours someone works, with a minimum of sixteen hours a week unless they request otherwise.

Being able to anticipate working time helps people organise their lives. It can make it easier to arrange care for a family member or make plans outside work, without the uncertainty of last-minute changes.

How fair pay fits into our ESG strategy

The way we treat our colleagues is part of our wider approach to responsible business. Fair pay and secure hours sit within the People pillar of our ESG strategy, alongside employee health, wellbeing and development.

Our 2026 ESG Impact Report, covering performance during 2025, highlights that we pay staff at least the real Living Wage, alongside our work on employee wellbeing and community engagement. We publish our progress so colleagues, clients and partners can see what sits behind what we say.

Our approach is also independently assessed. In June 2026, we achieved an EcoVadis Platinum medal, placing us in the top 1% of companies assessed globally. The assessment The assessment reinforces the principles of our B Corp Certification, and both verifications cover Labour & Human Rights alongside environmental performance, ethics and sustainable procurement.

What we’ll keep doing

As the Living Wage movement marks twenty-five years, we’re proud to keep supporting its work through fair pay and secure hours.

“We know how much it matters to have a dependable income and regular hours. Paying the real Living Wage and providing secure hours helps our colleagues plan with more confidence. For us, it’s an important part of looking after our people and recognising the contribution they make every day.” 

Bradley Spooner, Finance Manager  

Living Wage Week gives us a chance to share what we do and to encourage other employers to consider the difference fair pay and reliable hours can make for their own teams.