CompaniesInTheUK

FORTH PORTS LIMITED

Company number SC134741 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 3% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 72% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within warehousing and support activities for transportation it is around the middle of the pack of 104 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.

-70% -60% -50% -40% -30% -20% -10% 0 +10% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -0.4% 2018/19: 2.8% 2019/20: -3.3% 2020/21: 4.5% 2021/22: -3.2% 2022/23: 6.36% 2023/24: 6.6% 2024/25: 6% 2025/26: 3% Median gap 2017/18: 4.5% 2018/19: 2.8% 2019/20: -13.1% 2020/21: -10.2% 2021/22: -7.7% 2022/23: -4.89% 2023/24: -0.2% 2024/25: -1.6% 2025/26: 7.7% Mean gap 2017/18: -16.7% 2018/19: 0% 2019/20: 0% 2020/21: -63.5% 2021/22: 0% 2022/23: 0% 2023/24: 0% 2024/25: 0% 2025/26: 0% Median bonus gap

The gap has widened since the -0.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 3% 7.7% 0% 16.6% 30.3%
2024/25 6% -1.6% 0% 18.94% 30.53%
2023/24 6.6% -0.2% 0% 12.3% 27.5%
2022/23 6.36% -4.89% 0% 21.1% 32.41%
2021/22 -3.2% -7.7% 0% 24.9% 26.8%
2020/21 4.5% -10.2% -63.5% 22.9% 28.4%
2019/20 -3.3% -13.1% 0% 22% 25.2%
2018/19 2.8% 2.8% 0% 26.6% 32.5%
2017/18 -0.4% 4.5% -16.7% 23.4% 33.7%

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.