CompaniesInTheUK

CHUBB FIRE & SECURITY LIMITED

Company number 00524469 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 27.4% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 13% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within activities of head offices; management consultancies it is in the bottom quarter of 323 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-200% -150% -100% -50% 0 +50% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 51.3% 2018/19: 41.3% 2019/20: 40.5% 2020/21: 40.1% 2021/22: 38.6% 2022/23: 35.8% 2023/24: 33.1% 2024/25: 36.4% 2025/26: 27.4% Median gap 2017/18: 43.2% 2018/19: 38% 2019/20: 36.4% 2020/21: 34.7% 2021/22: 30.3% 2022/23: 26.9% 2023/24: 25.1% 2024/25: 28.8% 2025/26: 22.5% Mean gap 2017/18: -160.4% 2018/19: 7.8% 2019/20: 26.2% 2020/21: 60.7% 2021/22: -68% 2022/23: 83% 2023/24: 54.4% 2024/25: 21% 2025/26: 27.2% Median bonus gap

The gap has narrowed since the 51.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 27.4% 22.5% 27.2% 14% 50%
2024/25 36.4% 28.8% 21% 12% 52%
2023/24 33.1% 25.1% 54.4% 14% 45%
2022/23 35.8% 26.9% 83% 13.3% 53.2%
2021/22 38.6% 30.3% -68% 13.5% 54.5%
2020/21 40.1% 34.7% 60.7% 10.1% 58.6%
2019/20 40.5% 36.4% 26.2% 10% 63%
2018/19 41.3% 38% 7.8% 10% 64%
2017/18 51.3% 43.2% -160.4% 9% 70%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.