Why we need a revised pay approach

Previously, MSF lacked a common approach to pay across entities and staff groups, which hindered joint operational initiatives, fuelled internal competition, and created challenges for staff retention and mobility within the organisation. Furthermore, in certain contexts, there were concerns about whether salaries at the lower end of the pay scale were sufficient to cover basic living costs.

The MSF Global Pay Policy Framework

To address these challenges, MSF developed a global pay policy framework.  

Key elements of the Global Pay Policy Framework include:

• Living Wage Standards: A minimum standard for pay at lower levels supported by an updated Living Wage policy.
• Attractiveness for Country-Based Coordination Positions: Guidance to enhance the attractiveness for country-based coordination positions in programmes.
• Guidance for Salary Grid Development, including benchmarking specifications to compare MSF salaries with similar organisations, including guidance to ensure consistency in pay differentiation.
• Individual Pay Components: A consistent approach to determine elements of individual pay (those pay components that recognize previous experience).  
   

Benefits of the Framework

The MSF Global Pay Policy Framework provides a structure for setting salaries for MSF staff, ensuring consistency, transparency, and accountability across the MSF Movement. This Framework outlines the principles, methods, and components involved in determining pay, supporting decision-making and resource management. 

It aims to promote consistency in salary practices across the organisation, avoid unjustified differences in pay and increase transparency in how salaries are set and support accountability in the use of MSF funds for staff rewards.

• Improved Living Wage policy  reflects MSF's agreed-upon responsibility, role, and limitations, while accounting for the diversity of contexts in which MSF operates.
• Consistent salary review schedule establishes consistency in how MSF benchmarks salaries compared to other employers and in the differentiation of pay through pay structures.
• Transparency in Pay Differences: Ensures transparency regarding the reasons and locations for pay differences, including to attract senior staff in agreed-upon strategic locations or to limit higher salaries.
• Standardised Implementation: Supports consistency in implementation through standardised benchmarking approaches and the availability of consistent data.
   

The Global Pay Policy Framework is underpinned by more detailed policies and implementation guidance including:

LIVING WAGE

MSF’s revised definition for living wage is the full-time wage necessary to support the purchase of necessary goods and services to provide a healthy and comfortable standard of living for the staff member in modest surroundings. MSF uses this as a critical indicator to check and/or set starting pay during salary reviews.  

INDIVIDUAL PAY

Individual pay relates to the component of pay that recognizes previous experience.  

Key changes include:

• Each level will now have a 20% salary range, divided into 10 steps of 2% each, replacing the current system of 3 steps. This provides more gradual progression. (A separate system will address loyalty recognition.) Steps can be gained through:
• Time worked in any capacity within MSF, including roles in programmes and MSF offices. This is a shift from the current “loyalty” system which only considers work in programmes.
• Relevant external experience which is assessed for jobs in level +15 of the Programme Function Grid. This global definition of individual pay, which is broader than the current definition, reduces differences in pay approaches for all staff, building more equity. Relevant external experience of mobile staff will be more broadly recognized when joining MSF.
   

ATTRACTIVENESS FOR COUNTRY-BASED STAFF IN COORDINATION POSITIONS

MSF has improved attractiveness of pay for country-based staff in senior programmes i positions by introducing renewed criteria to address both internal and external attractiveness in contexts where MSF salaries are not sufficiently attractive. This approach includes cost modelling to allow salary increases of up to the 75th percentile in identified contexts.

Mobile Staff Rewards policy

MOBILE SALARY GRID

A new mobile salary grid will be implemented in October 2026, establishing pay for all mobile staff regardless of their country of origin.

The new Mobile Salary Grid will benchmark salaries at the median level compared to similar organisations (European-based INGOs). Additionally, salaries will no longer be adjusted to the country of domicile.

The Mobile Salary Grid has eight salary levels and more regular steps which allow for salary progression when people take on more senior roles.

Most mobile staff will see an increase in their total remuneration. A small number of mobile staff have current salaries higher than the new Mobile Salary Grid, because they receive 'top-ups’ that will no longer exist. These staff will have their salary protected. No mobile staff will see a reduction in current salary.

Per diem will no longer exist (see below). To enable access to cash, mobile staff will have access to salary advances while on assignment in countries where needed.

Note regarding “Indemnity” : As of October 2023, the "indemnity period" - during which mobile staff received a lower 'indemnity' payment instead of a full salary for their first 12 months - has been removed.  Mobile staff are now compensated based on the salary level corresponding to their position and experience.  

Download a series of scenario-based case studies that highlight the impact on Mobile Staff in various scenarios. 

Removal of Per Diem

Per diem has long been identified as problematic. It is an increasingly obsolete rewards practice that is left over from a time when mobile staff received basic allowances rather than salaries. Now that staff receive salaries its purpose is unclear. It is a payment reserved for a single staff group and is disproportionately high compared to full salaries of country-based staff. As such, it is perceived as inequitable and a badge of privilege. These reasons led MSF General Directors to unanimously decide that per diem for mobile staff and accompanying dependents will be removed as of October 2026. 

What does this mean for Mobile Staff?

Before your next assignment

• Prepare to access funds with debit of credit cards and consider other digital payment methods or accounts.  Please read MSF's guide to personal finances while on assignment (below) for more information.
• Make sure to take note of the information MSF will provide on availability of cash or other payment methods in the location of your assignment and follow any tips to access your funds remotely. 
• If it is not possible to access funds in the location of your assignment, MSF will make available salary advances.

During your assignment

• Follow security rules and avoid carrying large sums of money beyond what is allowed or recommended.
• If your location is eligible and you want a salary advance, submit requests for the standard amount before the confirmed deadline.
• If there is a food box, mobile staff are expected to contribute to it through salary advance or through cash or transfers from other means.
   

After your assignment

• Prepare for future assignments by considering other digital payment methods.  Please read MSF's guide to personal finances while on assignment (below) for more information.
• As a reminder, mobile staff continue to be responsible for complying with requirements to pay income tax according to the fiscal rules in the country where they reside.  These requirements vary from country to country.