CompaniesInTheUK

IRIS GROUP LIMITED

Company number 03193619 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 20.5% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 23% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is around the middle of the pack 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: 18.9% 2018/19: 16.9% 2019/20: 20.8% 2020/21: 21.2% 2021/22: 24.9% 2022/23: 27.1% 2023/24: 25.3% 2024/25: 22% 2025/26: 20.5% Median gap 2017/18: 20.5% 2018/19: 25.7% 2019/20: 26.2% 2020/21: 22.2% 2021/22: 22.3% 2022/23: 24.7% 2023/24: 25.1% 2024/25: 26.8% 2025/26: 18% Mean gap 2017/18: 40% 2018/19: 38.3% 2019/20: 30.9% 2020/21: 30.1% 2021/22: 68.3% 2022/23: 22.9% 2023/24: 15.3% 2024/25: 17.62% 2025/26: 9.7% Median bonus gap

The gap has widened since the 18.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 20.5% 18% 9.7% 33% 62%
2024/25 22% 26.8% 17.62% 31% 60%
2023/24 25.3% 25.1% 15.3% 30.2% 61.2%
2022/23 27.1% 24.7% 22.9% 29.8% 56.9%
2021/22 24.9% 22.3% 68.3% 26.9% 52.8%
2020/21 21.2% 22.2% 30.1% 26% 51.2%
2019/20 20.8% 26.2% 30.9% 27.2% 55.1%
2018/19 16.9% 25.7% 38.3% 28.3% 55.3%
2017/18 18.9% 20.5% 40% 26.7% 49.7%

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.