CompaniesInTheUK

JOHN WILEY & SONS LIMITED

Company number 00641132 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 15.5% 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 33% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within publishing activities it is around the middle of the pack of 85 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 53 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 126 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 554 employers 0.0% to 2.5%: 1,894 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%: 579 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%: 389 employers 22.5% to 25.0%: 357 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 9,656 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% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 21.5% 2018/19: 22.7% 2019/20: 26.2% 2020/21: 26.4% 2021/22: 18.4% 2022/23: 22.1% 2023/24: 18.1% 2024/25: 17.7% 2025/26: 15.5% Median gap 2017/18: 21.1% 2018/19: 23.1% 2019/20: 21.5% 2020/21: 20.1% 2021/22: 16.8% 2022/23: 20.4% 2023/24: 18.9% 2024/25: 16.8% 2025/26: 14.4% Mean gap 2017/18: 50.7% 2018/19: 40.2% 2019/20: 36.9% 2020/21: 40.7% 2021/22: 41.6% 2022/23: 41.9% 2023/24: 39.2% 2024/25: 40.3% 2025/26: 40.4% Median bonus gap

The gap has narrowed since the 21.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 15.5% 14.4% 40.4% 50.9% 64.5%
2024/25 17.7% 16.8% 40.3% 48% 68%
2023/24 18.1% 18.9% 39.2% 47.5% 67%
2022/23 22.1% 20.4% 41.9% 47% 67%
2021/22 18.4% 16.8% 41.6% 47.5% 66.4%
2020/21 26.4% 20.1% 40.7% 42% 69%
2019/20 26.2% 21.5% 36.9% 42% 72%
2018/19 22.7% 23.1% 40.2% 46% 70%
2017/18 21.5% 21.1% 50.7% 44.2% 66.1%

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.