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Search Salaries > Game Designer > Newcastle Upon Tyne
Job Description
How much does a Game Designer in Newcastle Upon Tyne ?

The base salary for a Game Designer in Newcastle Upon Tyne is 601.200 SEK
Also known as: Game creator, Game architect, Game planner.

601.200 SEK

Median Base Salary (Percentile 50)
59 observations
(Updated: 13 Dec 2024)

Confidence

Good

Avg. Bonus per year

9000 €

Of avg. Stock options

9000 €
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Salary Table

A Game Designer earns register to see pay in Newcastle Upon Tyne, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
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Experience Min Avg Max
Junior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Mid Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Senior Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000
Lead Upgrade to see years of experience 60000 Upgrade to see years of experience 60000 Upgrade to see years of experience 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

55%

Female

45%

Benefits

There are statutory benefits associated with a Game Designer in Newcastle Upon Tyne according to ...

Most Common Benefits

Competitive advantages associated with a Game Designer in Newcastle Upon Tyne
Health Insurance | 13410€ yearly
Comprehensive health insurance ensures employees have access to private healthcare services, reducing wait times and providing access to a wide range of medical facilities and specialists.
Professional Development | 5587€ yearly
Offering professional development opportunities, such as workshops, courses, and seminars, helps employees enhance their skills and advance their careers, contributing to personal growth and company success.
Cutting Edge Technology | 22350€ yearly
Providing employees with access to the latest technology and tools enhances productivity and innovation, enabling them to perform their tasks more efficiently and effectively.
Company Events | 3352€ yearly
Company events foster team bonding and improve workplace culture, providing employees with opportunities to connect with colleagues in a relaxed and informal setting.

Side Benefits to attract & retain talent

Additional perks for a Game Designer in Newcastle Upon Tyne
Work-Life Balance
Diversity
Flexible Working Hours
Great Team
Equal Opportunity Employer
Work From Home

Statutory Benefits

Mandatory benefits in Newcastle Upon Tyne
The minimum wage in the United Kingdom is a legally mandated benefit ensuring that all workers receive a baseline hourly wage. This wage is periodically reviewed and adjusted by the government to reflect economic conditions and living costs. It is designed to protect workers from exploitation and ensure a minimum standard of living. Companies must comply with these regulations to avoid legal penalties.
Paternity leave in the UK allows eligible employees to take time off work to support their partner following the birth or adoption of a child. Employees can take up to two weeks of leave, which can be taken as a single block or in two separate blocks of one week each. Statutory paternity pay is provided during this period, helping to ease the financial burden.
Shared Parental Leave (SPL) in the UK allows eligible parents to share up to 50 weeks of leave and 37 weeks of pay following the birth or adoption of a child. This benefit provides families with the flexibility to decide how to manage childcare during the first year, enabling both parents to take an active role in their child’s early life while maintaining their careers.
Employees in the United Kingdom are entitled to a minimum of 28 days of paid annual leave per year, including public holidays. This benefit ensures that employees can take time off work to rest and recharge, which is vital for maintaining a healthy work-life balance. Employers are required to provide this leave, and it is typically accrued over the course of the year.
In the UK, statutory sick pay (SSP) is provided to employees who are unable to work due to illness. Employees are eligible for SSP after being sick for four consecutive days and can receive it for up to 28 weeks. The benefit aims to provide financial support during periods of illness, ensuring that employees do not face undue financial hardship while recovering.
National Insurance Contributions (NICs) are mandatory payments made by both employees and employers in the UK to fund state benefits, such as the National Health Service (NHS), state pensions, and unemployment benefits. Employers are required to contribute a percentage of their employees’ earnings above a certain threshold, ensuring the sustainability of the social security system.
Maternity leave in the United Kingdom allows eligible employees to take up to 52 weeks off work following the birth of a child. The leave is divided into Ordinary Maternity Leave and Additional Maternity Leave, with statutory maternity pay provided for up to 39 weeks. This benefit ensures that new mothers have the necessary time to care for their newborns without financial stress.
Employers in the UK are required to automatically enroll eligible employees into a workplace pension scheme. Both the employer and employee must contribute a minimum percentage of the employee’s earnings into the pension fund. This benefit ensures that employees save for retirement, providing financial security in their later years. The minimum employer contribution is set by the government.
Taxes & Payrolls

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