JIB vs Non-JIB Electrician Pay What’s the Real Difference
- Technical review: Thomas Jevons (Head of Training, 20+ years)
- Employability review: Joshua Jarvis (Placement Manager)
- Editorial review: Jessica Gilbert (Marketing Editorial Team)
- Last reviewed:
- Changes: Initial publication following JIB 2025 rate confirmation and 2026-2028 wage agreement analysis
Introduction
Every very single week, someone asks us the same question: “Should I go JIB or stay CIS?” Sometimes it’s phrased as “Do I need the JIB card?” or “Why would I work for £19 an hour when agencies pay £26?” And occasionally, it’s the YouTube-fuelled classic: “My mate’s cousin’s electrician earns £50 an hour, so why are JIB rates so low?”
The confusion is understandable. You’ve got official JIB rates sitting at £17.54 to £20.79 per hour for 2025 depending on your grade. Then you’ve got CIS agency ads offering £24 to £28 per hour. London domestic sparks charging clients £90 to £150 per hour. Training provider marketing claiming you’ll be “earning £60k within a year.” And forum threads full of people insisting JIB is a rip-off or that Gold Cards are worthless.
Here’s the reality: both routes pay differently for different reasons, and neither is universally better. JIB offers structured pay with substantial benefits and long-term security. CIS offers higher weekly cash but strips away employment protections and costs you thousands annually in unpaid holiday and sick leave. The “best” route depends on your stage of life, your tolerance for income volatility, and whether you value stability or maximum short-term earnings.
This article uses official JIB Industrial Determinations, SJIB Scottish rates, ONS earnings data, real job advertisements, and contractor forum discussions to give you an honest, data-driven comparison. No hype. No affiliate links to training courses. Just the numbers and what they actually mean for your bank account across a full year of work. If you want the detailed breakdown of JIB versus non-JIB electrician pay structures, we’ve covered the complete qualification and earnings pathway there, but this article focuses specifically on the pay comparison once you’re qualified and choosing between employment routes.
The Official JIB Pay Framework (2025)
Let’s start with the facts. JIB rates for 2025, effective from 6 January, are as follows:
Technician: £20.79/hour (transport provided) or £21.89/hour (own transport)
Approved Electrician: £19.01/hour (transport provided) or £20.08/hour (own transport)
Electrician: £17.54/hour (transport provided) or £18.38/hour (own transport)
Adult Trainee (Stage 3): £17.51/hour (transport provided) or £18.57/hour (own transport)
Apprentice (Stage 1): £8.16/hour (national standard rate)
These rates apply to electricians working for JIB signatory employers, which typically means firms registered with the Electrical Contractors’ Association (ECA) or recognised by Unite union agreements. The “own transport” rate is higher to reflect the cost of driving to site yourself. If your employer provides a van or organises transport, you receive the lower rate but don’t incur fuel costs.
London weighting adds approximately £1.50 to £2.50 per hour on top of these national rates depending on inner or outer London zones. However, this isn’t a separate rate structure; it’s an additional allowance applied to the base rate.
For a standard 37.5-hour working week, these translate to:
Technician: £780 to £821 per week gross (£40,560 to £42,692 annually)
Approved Electrician: £713 to £753 per week gross (£37,076 to £39,156 annually)
Electrician: £658 to £689 per week gross (£34,216 to £35,828 annually)
Critically, JIB rates are minimums, not maximums. Employers can and do pay “plus rates” above the JIB baseline to attract workers in shortage areas like data centres, industrial sites, or London contracts. JIB sets the floor, not the ceiling.
The 2026 to 2028 wage agreement is already locked in: 5% increase in January 2026, 4% in January 2027, and 4% in January 2028. This provides guaranteed inflation-beating pay rises regardless of economic conditions, something CIS workers never receive automatically.
Scotland (SJIB) Versus England, Wales & NI (JIB)
Scottish electricians operate under the Scottish Joint Industry Board (SJIB) rather than JIB, with slightly different rates due to separate negotiations between SELECT (Scottish electrical trade body) and Unite.
SJIB rates for 2025 are:
Technician: £22.96/hour
Approved Electrician: £20.38/hour
Electrician: £18.80/hour
These rates are marginally higher than JIB England/Wales rates, but the real difference is operational rather than financial. SJIB rates historically differentiated between day and night shifts more explicitly. Night rates added approximately 15% to 20% premium on top of standard hourly rates.
The other Scottish distinction is lodge usage. Because of remote Highlands projects, oil and gas work, and the geographic spread of major industrial sites, SJIB workers claim lodging allowances far more frequently than their English counterparts. The standard lodge rate is approximately £50 to £60 per night (tax-free), similar to JIB’s £51.29 per night, but SJIB electricians use it on a higher percentage of contracts.
The 2026 to 2028 increases mirror JIB agreements: 3.95% in 2026, 4.6% in 2027, and 4.85% in 2028. By 2028, SJIB Approved Electricians will earn approximately £23.23/hour, maintaining the slight premium over JIB England rates.
For practical purposes, if you’re comparing JIB versus non-JIB work in Scotland, the SJIB baseline rates are what matter, not JIB England rates. But the fundamental trade-offs between SJIB (structured, benefits-rich) and CIS (higher gross, zero benefits) remain identical to the England/Wales situation.
The JIB Benefits Package (Real Annual Value)
JIB rates look modest compared to CIS hourly rates, but the comparison is misleading until you account for benefits. Here’s what JIB graded workers receive that CIS workers don’t:
Holiday pay: 22 days annual leave plus 8 bank holidays, totalling 30 days paid holiday. For an Approved Electrician on £20.08/hour, that’s worth approximately £4,819 annually (30 days × 8 hours × £20.08). CIS workers receive zero paid holiday. If they take four weeks off, that’s four weeks of zero income.
Sick pay: Full pay for weeks 1 to 2 (minus Statutory Sick Pay offset), then £200 to £220 per week for weeks 3 to 24, then half pay for weeks 25 to 28. Over a typical year, this provides a safety net worth thousands if you’re off sick for more than a few days. CIS workers get Statutory Sick Pay only (£109.40 per week after three waiting days), and only if they’ve paid enough National Insurance contributions.
Pension contributions: Employer matches 3% to 5% of your salary into a workplace pension. For someone earning £38,000, that’s £1,140 to £1,900 annually that you’re not contributing yourself. CIS workers must set up and fund their own pensions entirely from gross income.
Lodging allowance: £51.29 per night, tax-free, if you’re working away from home. For electricians on travelling contracts (industrial shutdowns, major projects), this can add £200+ per week tax-free to your income without touching your basic pay. CIS workers can claim business expenses but must track receipts meticulously and the allowance isn’t guaranteed.
Mileage allowance: 12p to 25p per mile (tax-free) for distances over 15 miles from your base, plus travel time paid if the site is over 50 miles away. This matters significantly for electricians covering regional contracts.
Death in service: 4x your annual salary paid to your family if you die while employed. For someone on £40,000, that’s £160,000 lump sum. CIS workers have zero employer-provided life insurance.
Accident and disability benefits: £50 to £100 per week if you’re injured on site and unable to work. CIS workers rely entirely on personal insurance policies they’ve purchased themselves.
Private medical cover: Access to occupational health assessments and private healthcare after six months’ employment. CIS workers pay full price for private healthcare if they want it.
Thomas Jevons, our Head of Training with 20+ years on the tools, explains:
The JIB rates aren't just arbitrary numbers; they're linked to a structured benefits package and clear grading criteria. When you're comparing JIB to CIS work, you need to account for the 30 days paid holiday, sick pay provision, and pension contributions that CIS workers fund themselves. The hourly rate difference looks smaller once you factor in the real annual value."
When you add up holiday pay (£4,800), employer pension contributions (£1,500), sick pay provision (valued at £1,000+ annually for peace of mind), and other benefits, the total package value is approximately £5,000 to £8,000 per year on top of your gross hourly rate. A JIB Approved Electrician earning £38,000 base is receiving a total compensation package worth closer to £45,000 annually when you include these elements.
Non-JIB PAYE Roles (The Middle Ground)
Not all PAYE electrical roles are JIB registered. Many electrical contractors, maintenance firms, and facilities management companies employ electricians on standard PAYE contracts without JIB grading or benefits.
Typical non-JIB PAYE salaries range from £30,000 to £45,000 annually depending on region and sector, which translates to approximately £15.50 to £22.00 per hour for a 37.5 to 40-hour working week. Job advertisements from Indeed, Reed, and Totaljobs in Q4 2024 and Q1 2025 show:
Maintenance Electrician, London (commercial property): £42,000 including shift allowance, van provided, statutory 28 days holiday, 3% pension match. No mention of sick pay beyond statutory.
Electrician, Cheshire (social housing EICR work): £30,000 to £35,000, no overtime specified, basic benefits, domestic sector.
Electrical Tester, Hayes (non-JIB PAYE): £35,000 to £40,000, van and fuel card, overtime at 1.5x on weekends, commercial testing work.
The pattern is consistent: non-JIB PAYE roles mirror JIB hourly rates (or sometimes slightly exceed them) but strip away the comprehensive benefits package. You get statutory minimums: 28 days holiday including bank holidays (versus JIB’s 30 days), Statutory Sick Pay only (£109.40/week versus JIB’s £200 to £220/week for weeks 3 to 24), and 3% pension auto-enrolment (versus JIB’s 3% to 5% employer match).
Overtime rates are often flat or capped at 1.25x to 1.5x rather than JIB’s structured 1.5x for evenings and 2x for Sundays and bank holidays. Some non-JIB employers don’t pay overtime at all, offering time off in lieu instead.
For someone comparing options, non-JIB PAYE sits between JIB structured employment and CIS self-employment. You get slightly more flexibility than JIB contracts, potentially higher base pay in some sectors, but significantly weaker benefits and employment protections compared to JIB graded roles.
CIS, Agency & Self-Employed Rates (The High-Risk, High-Reward Route)
CIS (Construction Industry Scheme) work means you’re technically self-employed but often working alongside PAYE employees doing identical tasks. The payment structure is fundamentally different.
Typical CIS hourly rates are:
National average (Midlands, North, Wales): £20 to £28 per hour
London and South East: £25 to £35 per hour
Industrial and data centre work: £25 to £32 per hour
Specialist roles (commissioning, shutdowns): £30 to £40 per hour
In day-rate terms, this translates to:
Domestic installation (national): £200 to £250 per day
Commercial fit-out (national): £220 to £300 per day
Industrial and data centres: £250 to £400 per day
London domestic work: £240 to £350 per day
These rates look significantly higher than JIB, but the comparison is misleading for several critical reasons:
CIS tax deduction: When you’re paid, 20% is deducted at source and sent to HMRC as advance tax payment. A £25/hour rate becomes £20 net into your bank account immediately. You reclaim overpaid tax through Self Assessment, but the cash flow impact is immediate.
No paid holiday: If you take four weeks off annually, that’s four weeks of zero income. For someone on £25/hour working 45 hours per week, four weeks unpaid holiday costs approximately £4,500 in lost earnings compared to a JIB worker who receives full holiday pay.
No sick pay: If you’re off sick for two weeks, you lose two weeks’ income entirely (approximately £2,250 at £25/hour for 45 hours/week). JIB workers receive full pay for weeks 1 to 2, then £210/week for weeks 3 to 24.
No pension contributions: You must set up and fund your own pension entirely. JIB workers receive employer contributions worth £1,500 to £2,000 annually without contributing their own money beyond the minimum.
Hidden costs: Accountant fees (£500 to £1,200 annually or £20 to £30 per week), public liability insurance (£300 to £600 annually), professional indemnity insurance if doing testing work (£400 to £800 annually), umbrella company fees if used (£15 to £25 per week), tools and equipment replacement (your responsibility entirely), and van costs if required (fuel, maintenance, insurance).
Income volatility: CIS work is project-based. When a contract ends, your income stops immediately. Multiple electricians on contractor forums report working 47 to 50 weeks annually rather than 52 weeks due to gaps between projects, especially around Christmas, Easter, and during economic slowdowns.
Real examples from job advertisements and contractor forums:
Reddit r/ukelectricians (2024): “CIS £24/hr on long-term project, but no security. When materials got delayed for two weeks, we were sent home with zero pay.”
Indeed job ad (Industrial Electrician, Manchester, agency): “£23/hr CIS, overtime available at 1.5x, no lodge provided, typical 45-50 hour weeks.”
ElectriciansForums (2025): “Standard CIS day rate £200 to £230 in the South, but there are weeks with no work. Averaged out over the year, I’m making less than I thought.”
The headline CIS rate is always higher than JIB, but the effective annual income after accounting for unpaid holidays, gaps between contracts, and hidden costs often narrows significantly or even disappears entirely compared to JIB total compensation.
Direct JIB vs Non-JIB Comparison (The Numbers That Actually Matter)
Let’s compare identical work scenarios using official rates and realistic annual calculations.
Scenario 1: JIB Approved Electrician (PAYE)
Hourly rate: £20.08 (own transport rate, 2025)
Weekly hours: 37.5 standard
Weekly gross: £753
Annual base salary: £39,156
Add benefits value:
Holiday pay: Included in salary (30 days paid)
Employer pension contributions: +£1,500 (4% match)
Sick pay provision: +£1,200 (annual value for peace of mind)
Lodge allowance (10 weeks away work): +£2,565 (£51.29 × 5 nights × 10 weeks, tax-free)
Private medical cover: +£800 (annual value)
Other benefits (death in service, accident cover): +£600 (annual equivalent value)
Total package value: Approximately £45,821 annually
Weekly take-home after tax and National Insurance (no pension deduction shown): £580 to £600 approximately
Scenario 2: CIS Self-Employed Electrician
Hourly rate: £25 (typical regional CIS rate)
Weekly hours: 45 (no paid breaks, working longer to maximise income)
Weekly gross: £1,125
CIS deduction (20%): £225
Weekly net into bank: £900
Weeks worked annually: 47 (accounting for 3 weeks unpaid holiday, 2 weeks gap between contracts)
Annual gross: £52,875
Annual net after CIS deduction: £42,300
Deduct hidden costs:
Unpaid holiday (5 weeks lost income): -£5,625
Accountant fees: -£800
Public liability insurance: -£500
Tools and equipment replacement: -£600
Effective annual net: Approximately £34,775 before personal tax liability on Self Assessment
After personal tax and National Insurance on Self Assessment (assuming tax code 1257L and additional earnings above personal allowance): Approximately £30,000 to £32,000 net annually.
The comparison shows:
JIB worker: £39,156 base salary, £45,821 total package value, consistent weekly income, full employment protections
CIS worker: £52,875 gross headline, £30,000 to £32,000 actual net after all costs and unpaid time, zero employment protections, income gaps between contracts
The CIS worker appears to earn more on paper (£52,875 gross versus £39,156 base), but after accounting for unpaid holidays, hidden costs, and income gaps, the actual take-home is lower and far less secure than the JIB route.
The only scenario where CIS significantly outperforms JIB is when someone works 50+ weeks annually with minimal gaps, works 50+ hours per week consistently, and has very low personal overheads. For most people, especially those with families or financial commitments requiring income stability, JIB provides better total value.
For the Elec Training’s complete guide to electrician wages and employment routes, we’ve broken down the full qualification pathway and career progression, but this comparison shows why the choice between JIB and CIS isn’t purely about the hourly rate.
Regional Pay Differences (Where You Work Matters As Much As How)
Geography significantly impacts the JIB versus CIS comparison.
London and M25 ring: JIB London weighting adds £1.50 to £2.50 per hour, pushing Approved Electrician rates to approximately £21.50 to £22.50 per hour. CIS agency rates in London consistently hit £26 to £35 per hour due to high demand and cost of living.
However, London also brings daily costs that erode the CIS premium: congestion charge (£15 per day), ULEZ (£12.50 per day), and significantly higher accommodation if you’re working away (£80 to £120 per night versus £51.29 JIB lodge allowance). A CIS electrician on £28/hour in London might take home less after these costs than a JIB electrician on £21/hour in Birmingham once you account for rent differentials and travel expenses.
Private domestic electricians in London can charge clients £90 to £150 per hour, but this is business charge-out rate, not employee wages. If you’re running your own Limited Company as a self-employed business owner, these rates are possible, but you’re covering all business overheads, liability, and you’re not an employee; you’re a business operator. The comparison to JIB employment rates is meaningless; it’s comparing business revenue to employed wages.
Midlands and North: CIS rates here sit at £20 to £28 per hour depending on sector. Industrial work commands premiums (£24 to £28), while domestic installation work stays at £20 to £24. JIB rates remain consistent nationally (£17.54 to £20.79 base) but lodge allowances are used more frequently on industrial contracts, adding significant tax-free income.
Scotland: SJIB base rates (£18.80 to £22.96) are marginally higher than JIB England rates. CIS rates in Scotland range from £18 to £25 per hour, with higher rates in offshore-adjacent work (oil and gas industry spillover). Lodge usage is very high in Scotland due to remote project locations, making SJIB lodge allowances (£50 to £60 per night) a substantial income boost that CIS workers must negotiate individually and pay tax on.
Sector Differences (Where JIB Dominates vs Where CIS Thrives)
Different sectors have strong preferences for JIB versus non-JIB employment structures.
Domestic installation: Non-JIB and CIS dominate. Small electrical contractors and self-employed electricians charge homeowners directly, with typical day rates of £200 to £250 (£250 to £350 in London). JIB rates rarely apply because most domestic firms aren’t ECA members or Unite-recognised. This sector offers the highest potential earnings for self-employed business owners (£60,000 to £100,000+ annually) but that’s business profit after expenses, not employed wages.
Commercial fit-out and office buildings: Mixed JIB and CIS. Larger commercial projects often require JIB-graded workers because contractors want the structured grading system for site management. Day rates range from £220 to £300 CIS, or JIB base rates plus overtime. Overtime availability is high during fit-out phases (10 to 20 hours per week common), which pushes JIB earnings significantly above base salary.
Industrial and manufacturing: Strongly JIB-preferred. Major industrial projects operate under Major Projects Agreements (MPA) with strict JIB grading requirements. Rates can be £2 to £4 per hour above standard JIB base, plus productivity bonuses (£500+ per month common). CIS workers can access these sites but often at lower rates than JIB equivalents because the MPA structure favours union-recognised employment.
Data centres: The highest-paid employed electrical work in the UK. JIB Gold Card is almost mandatory for access. Typical CIS rates are £28 to £35 per hour (£250 to £400 per day), with structured JIB roles offering base rate plus significant overtime and shift premiums. Security clearance requirements restrict access, creating premium pay for those qualified.
Testing and inspection (EICR work): Non-JIB and self-employed dominate. Electricians with their own testing equipment charge £220 to £280 per day for landlord EICR inspections, periodic testing, and remedial work identification. This sector suits self-employed contractors because you’re working alone, moving between sites daily, and don’t need the structured benefits of JIB employment.
Social housing and local authority maintenance: Often JIB or equivalent PAYE contracts with local government pay scales. Lower than commercial rates (£30,000 to £38,000 typical salaries) but extremely stable, generous pension schemes, and strong employment protections. Less financially attractive than CIS short-term but recession-proof long-term.
The pattern is clear: sectors with large projects, long-duration contracts, and complex site management favour JIB. Sectors with small projects, rapid turnaround, and direct client billing favour CIS and self-employment. Neither route gives you universal access to all sectors.
Long-Term Earnings & Career Stability (5 to 10 Year Outlook)
The JIB versus CIS comparison shifts dramatically when you look beyond immediate weekly pay and consider career trajectories.
JIB route progression:
Year 1 (newly qualified Electrician): £35,000 to £38,000 base, £40,000 to £43,000 total package value
Year 3 (Approved Electrician with 2391 qualification): £40,000 to £43,000 base, £45,000 to £50,000 total package with regular overtime
Year 7 (Technician or site supervision role): £48,000 to £52,000 base, £55,000 to £65,000 total package with shift premiums and responsibility allowances
JIB provides structured progression through formal grading. Experience and qualifications directly translate to higher pay bands. Recession resistance is built in: JIB employers must follow redundancy protocols, provide notice periods, and maintain minimum 37.5-hour working weeks under Green Book rules. You’re harder to fire and first to be recalled when work picks up.
Non-JIB CIS route trajectory:
Year 1 (newly qualified): £40,000 to £50,000 potential gross (assuming 47 weeks work, 45 hours/week, £23 to £25/hour)
Year 3: £45,000 to £60,000 potential gross (if you’ve built contractor relationships and maintain consistent work)
Year 7: £50,000 to £70,000 potential gross (if specialised or in high-demand sectors)
However, CIS offers no formal progression structure. You’re “The Electrician” in perpetuity unless you start your own Limited Company and become a contractor hiring others. Pay rates fluctuate with market conditions: £25/hour in 2024 might become £20/hour in a 2026 recession. When economic slowdowns hit, CIS workers are cut within hours when materials delays or funding pauses occur.
Real forum data from 2023 industrial slowdowns shows CIS work dropped 20% to 30% in affected regions, with electricians reporting 8 to 12 weeks of reduced hours or unemployment over a 6-month period. JIB workers on the same projects were redeployed to other sites or kept on reduced hours rather than dismissed entirely.
Over a 5 to 10 year timeframe, JIB career progression often closes the earnings gap with CIS work while providing significantly better job security, pension growth, and employment rights. The CIS worker might earn £5,000 to £10,000 more annually during boom periods, but loses that advantage entirely during recessions when work dries up.
Joshua Jarvis, our Placement Manager, notes:
"Reliability matters, but so does understanding realistic earnings timelines. Newly qualified electricians on JIB rates start around £35,000 to £38,000 base salary. CIS workers can potentially earn £45,000 to £50,000, but that assumes 47 weeks of continuous work with no gaps. For someone's first year qualified, that's often unrealistic."
Myths Versus Reality (What Training Ads Don't Tell You)
Let’s address the most persistent misconceptions about JIB versus non-JIB pay.
Myth: “Gold Card means £50 per hour automatically.”
Reality: JIB Gold Card qualifies you for the Electrician grade at £17.54 to £18.38 per hour (2025 rates). The £50/hour figure appears in rare scenarios: self-employed emergency call-out work, very short-term specialist contracts, or business charge-out rates for Limited Company owners. It is absolutely not a standard employed wage for Gold Card holders. TikTok and YouTube training ads use this figure to sell courses, but it’s misleading marketing, not typical earnings.
Myth: “JIB guarantees you’ll earn £60,000+ immediately.”
Reality: JIB base salaries for Approved Electricians are £39,000 to £40,000. Reaching £60,000 requires substantial overtime (55+ hours per week consistently) or moving into data centre/industrial roles with shift premiums and productivity bonuses. It’s achievable after several years’ experience in high-demand sectors, but it’s not the starting salary for newly qualified electricians.
Myth: “CIS always pays better because the hourly rate is higher.”
Reality: CIS offers higher gross hourly rates (£23 to £28 versus JIB £17 to £20), but loses approximately £5,000 to £10,000 annually in unpaid holiday, sick pay, and pension contributions. CIS also faces income gaps between contracts. When you calculate annual total compensation, JIB often equals or exceeds CIS effective net income unless the CIS worker achieves 50+ weeks of continuous work annually.
Myth: “JIB rates are the maximum you can earn as an employed electrician.”
Reality: JIB rates are minimum standards. Many JIB employers pay “plus rates” above the baseline (£2 to £5 per hour additional) to attract workers in shortage areas like London, data centres, or industrial shutdowns. Major Projects Agreements routinely include productivity bonuses and enhanced rates. JIB sets the floor, not the ceiling.
Myth: “You automatically get JIB pay on any site if you have a Gold Card.”
Reality: Only employers who are JIB signatories (ECA members or Unite-recognised contractors) are required to pay JIB rates. Many electrical firms accept Gold Card holders but aren’t JIB members, so they pay market rates (which can be higher or lower than JIB depending on sector and region). The Gold Card proves competence; it doesn’t guarantee specific pay rates unless you’re working for a JIB employer.
Myth: “Self-employed electricians always earn more than employed electricians.”
Reality: Self-employed business owners running successful domestic installation companies can earn £60,000 to £100,000+ annually, but that’s business profit after all expenses, not personal wages. Self-employed CIS subbies (working for agencies on day rates) earn gross income of £40,000 to £60,000, but effective net after unpaid holidays, fees, and gaps is often similar to JIB employed earnings of £38,000 to £45,000 total package value.
Key Takeaways: JIB vs Non-JIB Pay
JIB structured employment offers:
Baseline hourly rates of £17.54 to £20.79 (2025) with guaranteed increases through 2028
Comprehensive benefits package worth £5,000 to £10,000 annually (holiday pay, sick pay, pension, lodge allowances)
Structured career progression through formal grading (Electrician to Approved to Technician)
Strong recession resistance with redundancy protections and income stability
Better suited to electricians wanting predictable income, family commitments, or long-term financial planning
Preferred by large commercial and industrial projects requiring formal grading systems
CIS self-employed work offers:
Higher gross hourly rates (£20 to £35 depending on region and sector)
Maximum short-term cash flow during boom periods
Flexibility to choose contracts and negotiate day rates
Zero paid holiday, sick pay, or pension contributions (worth £5,000 to £10,000 annual loss)
Significant income volatility with gaps between contracts
Higher risk during recessions (first to be cut when projects pause)
Better suited to younger electricians with low financial commitments, those chasing short-term earnings maximisation, or those building toward self-employed business ownership
Regional and sector variations distort the comparison:
London adds £2 to £5 per hour across both routes but costs (ULEZ, rent, congestion) often exceed the pay premium
Data centres and industrial sites offer the highest employed earnings (£250 to £400 per day CIS, or JIB base plus significant overtime and bonuses)
Domestic installation work rarely uses JIB structures; it’s dominated by self-employed contractors and small non-JIB firms
Social housing and local authority roles offer JIB-equivalent stability with lower headline pay but recession-proof security
Long-term trajectory comparison:
Over 5 to 10 years, JIB career progression (Electrician to Approved to Technician) adds £10,000+ to annual earnings through formal grading
CIS earnings remain volatile; boom years might hit £65,000 to £70,000 gross, but recession years drop to £30,000 to £40,000 with significant unemployment periods
Pension growth heavily favours JIB workers (employer contributions compound over decades)
Employment rights (redundancy pay, notice periods, sick leave) provide financial cushion during downturns that CIS workers entirely lack
For career changers and newly qualified electricians:
Understanding this prevents unrealistic salary expectations perpetuated by training course marketing
First-year JIB earnings (£35,000 to £38,000 base) are lower than first-year CIS potential (£45,000 to £50,000 gross) but JIB offers income certainty
CIS first-year earnings assume 47+ weeks continuous work, which is often unrealistic for newly qualified electricians without established contractor relationships
The “best” route depends on your stage of life, tolerance for income volatility, and whether you value short-term cash maximisation or long-term financial security
Neither route is universally superior; both have legitimate use cases depending on individual circumstances and career goals
For the comprehensive analysis of UK electrician pay across JIB and market rates, we’ve covered the full qualification pathway and career progression options, but this comparison should help you make an informed decision about which employment route suits your circumstances.
What This Means When You're Choosing Your Route
If you’re completing your NVQ and AM2 and facing the JIB versus CIS decision, here’s the honest assessment:
JIB employment suits electricians who want income predictability, comprehensive benefits, and structured career progression. If you have a mortgage, family commitments, or you value knowing exactly what you’ll earn each month regardless of economic conditions, JIB provides that security. The hourly rate looks modest, but the total compensation package including holiday pay, sick pay, pension, and lodge allowances often equals or exceeds CIS effective annual net income.
CIS self-employment suits electricians who prioritise maximum short-term earnings, flexibility to choose contracts, and tolerance for income volatility. If you’re younger with low financial commitments, comfortable with 3 to 5 weeks of unpaid holiday annually, and prepared to manage gaps between contracts, CIS offers higher weekly cash in hand. The gross income looks impressive, but you’re responsible for funding all the benefits JIB provides automatically.
Regional location matters as much as the route. Working in London on either route brings higher gross rates but significantly higher costs. Working in industrial sectors (data centres, manufacturing) on JIB contracts often outperforms CIS domestic work once you account for overtime and lodge allowances.
Long-term financial planning heavily favours JIB. Pension contributions compound over decades, employment protections buffer recessions, and structured progression through grading increases your earnings by £10,000+ over 5 to 10 years. CIS offers no guaranteed progression and forces you to save for your own pension from gross income that’s already reduced by unpaid holidays and hidden costs.
Neither route is wrong. Both are legitimate. But understanding the real numbers, the hidden costs, and the long-term implications prevents the disappointment that comes from chasing £50/hour marketing claims only to discover you’re earning less annually than JIB workers once you account for unpaid time and expenses.
Call us on 0330 822 5337 to discuss realistic pay expectations for JIB and non-JIB routes based on your region, experience level, and career goals. We’ll explain exactly how each route works, what the actual take-home looks like after all costs, and what our in-house recruitment team sees in terms of employer preferences across different sectors. No hype about unrealistic earnings. No pushing you toward one route or the other. Just honest guidance about what electricians actually earn in JIB versus CIS work in 2025.
References
- JIB (Joint Industry Board) – Industrial Determinations 2025 – https://www.jib.org.uk/
- SJIB (Scottish Joint Industry Board) – National Rates & Allowances 2025 – https://www.sjib.org.uk/
- ECA (Electrical Contractors’ Association) – JIB Pay Announcements 2024-2025 – https://www.eca.co.uk/
- Unite Union – JIB Wage Agreement Bulletins 2026-2028 – https://www.unitetheunion.org/
- Office for National Statistics (ONS) – Labour Market Statistics & Earnings Data 2025 – https://www.ons.gov.uk/employmentandlabourmarket
- Indeed UK – Electrical Job Advertisements (November 2025 snapshot) – https://www.indeed.co.uk/
- Reed UK – Electrical Job Listings (November 2025 snapshot) – https://www.reed.co.uk/
- Totaljobs – Electrician Pay Data (November 2025 snapshot) – https://www.totaljobs.com/
- ElectriciansForums.net – Pay Discussion Threads (2022-2025 archive) – https://www.electriciansforums.net/
- Reddit r/ukelectricians – CIS vs JIB Discussions (2023-2025 threads) – https://www.reddit.com/r/ukelectricians/
- JIB Handbook 2024 – Section 9 Benefits & National Working Rules – https://www.jib.org.uk/
Note on Accuracy and Updates
Last reviewed: 28 November 2025. This page is maintained; we correct errors and refresh sources as JIB wage agreements, CIS market rates, and employment patterns change. JIB rates cited are effective from 6 January 2025. CIS rates reflect market data from Q4 2024 and Q1 2025 job advertisements and contractor forum discussions. Future JIB wage increases (2026-2028) are based on confirmed ECA/Unite agreements. Next review scheduled following January 2026 JIB rate implementation and updated CIS market assessment.
