CompaniesInTheUK

LEAD FORENSICS LIMITED

Company number 07158006 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 22.29% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 20% 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 quarter 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: 19.4% 2018/19: 9.1% 2019/20: 9.9% 2020/21: 21.9% 2021/22: 26.4% 2022/23: 21.5% 2023/24: 29.3% 2024/25: 24.16% 2025/26: 22.29% Median gap 2017/18: 30.9% 2018/19: 20.8% 2019/20: 24.4% 2020/21: 31% 2021/22: 27.7% 2022/23: 19.2% 2023/24: 25.7% 2024/25: 21.06% 2025/26: 17.18% Mean gap 2017/18: 50.4% 2018/19: 51% 2019/20: 46.3% 2020/21: 56.7% 2021/22: 67.1% 2022/23: 53.2% 2023/24: 61.9% 2024/25: 55.6% 2025/26: 55.6% Median bonus gap

The gap has widened since the 19.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 22.29% 17.18% 55.6% 16% 30%
2024/25 24.16% 21.06% 55.6% 18% 41%
2023/24 29.3% 25.7% 61.9% 19% 45.8%
2022/23 21.5% 19.2% 53.2% 22.9% 39.3%
2021/22 26.4% 27.7% 67.1% 19% 46.4%
2020/21 21.9% 31% 56.7% 17% 44%
2019/20 9.9% 24.4% 46.3% 24% 46%
2018/19 9.1% 20.8% 51% 20% 47%
2017/18 19.4% 30.9% 50.4% 13% 47%

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.