CompaniesInTheUK

F5 NETWORKS LIMITED

Company number 03813981 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 32.4% lower than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 8% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is in the bottom 10% of 335 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.

0 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 37.1% 2018/19: 36.3% 2019/20: 32.4% 2020/21: 41.5% 2021/22: 38.2% 2022/23: 30.3% 2023/24: 34.3% 2024/25: 29.2% 2025/26: 32.4% Median gap 2017/18: 37.4% 2018/19: 47.7% 2019/20: 41% 2020/21: 45.4% 2021/22: 40.8% 2022/23: 36.9% 2023/24: 39.5% 2024/25: 30.2% 2025/26: 33% Mean gap 2017/18: 51.9% 2018/19: 64.7% 2019/20: 62.4% 2020/21: 64.1% 2021/22: 63.8% 2022/23: 55.5% 2023/24: 50.2% 2024/25: 45.5% 2025/26: 53.6% Median bonus gap

The gap has narrowed since the 37.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 32.4% 33% 53.6% 18.2% 49.4%
2024/25 29.2% 30.2% 45.5% 18.2% 51.9%
2023/24 34.3% 39.5% 50.2% 13.6% 50.6%
2022/23 30.3% 36.9% 55.5% 11.5% 48.7%
2021/22 38.2% 40.8% 63.8% 14.5% 54.2%
2020/21 41.5% 45.4% 64.1% 12% 56.6%
2019/20 32.4% 41% 62.4% 13.3% 52%
2018/19 36.3% 47.7% 64.7% 10% 50%
2017/18 37.1% 37.4% 51.9% 11.6% 42%

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.