About us:
At the FCA, your work can make a meaningful difference. We enable a fair and thriving financial services market for the good of consumers and the economy. Every day, we help ensure financial services are honest, competitive, and trusted, helping consumers, businesses, and markets across the UK.
From tackling financial crime and market abuse to supporting innovation and setting standards that firms must meet, our work affects millions of people and organisations. We play a vital role in underpinning the UK's reputation as a leading global financial centre.
With a vision to deepen trust, rebalance risk, support growth and improve lives, we're helping shape the future of financial services. At the FCA, you can make a significant impact while building a surprising career.
Working here:
At the FCA and PSR, you’ll collaborate with colleagues who bring a range of perspectives and experiences, helping shape better decisions, meaningful change, and real-world impact.
We support our colleagues to thrive through competitive pay, generous pension contributions, private medical cover, 25-30 days' holiday, employee awards, volunteering leave, hybrid working, wellbeing support and green travel schemes.
Learning and development are central to our culture, with access to the FCA Academy, LinkedIn Learning, tailored development programmes and sponsored professional qualifications.
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ntoring programmes? |
Yes |
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Employee-led diversity networks? |
Yes |
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Open to discussing flexible work arrangements at interview stage? |
Yes |
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Hybrid working policy |
Colleagues spend a minimum of 50% of their working time in the office each month (60% for Directors and Executive Directors) across our London, Leeds, and Edinburgh offices. |
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No. of weeks fully paid maternity, paternity/partner leave, adoption, surrogacy & shared parental leave |
20 weeks
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Gender pay gap reporting information (2026) |
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Mean pay gap: |
10.7% |
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Median pay gap: |
8.6% |
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For more information visit - FCA pay gap data 2026 | FCA |
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Signatory of the UK Women in Finance Charter? |
Yes |
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Targets to raise the number of women in leadership? |
Yes – 50% female target across all pipeline roles |
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Targets to raise the number of BAME individuals in leadership? |
Yes |