CompaniesInTheUK

PITNEY BOWES LIMITED

Company number 00182037 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 13.4% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 38% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of machinery and equipment n.e.c. it is around the middle of the pack of 101 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.

-10% 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: 18.2% 2018/19: 20.5% 2019/20: 30.6% 2020/21: 31% 2021/22: 30.9% 2022/23: 35% 2023/24: 13.3% 2024/25: 15.5% 2025/26: 13.4% Median gap 2017/18: 19.8% 2018/19: 17% 2019/20: 28.2% 2020/21: 26.9% 2021/22: 34.8% 2022/23: 29.1% 2023/24: 22.9% 2024/25: 14.1% 2025/26: 22.3% Mean gap 2017/18: 14.3% 2018/19: 13.7% 2019/20: 51.2% 2020/21: 48.2% 2021/22: 24.9% 2022/23: 59% 2023/24: 36.1% 2024/25: 18.6% 2025/26: -3.9% Median bonus gap

The gap has narrowed since the 18.2% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 13.4% 22.3% -3.9% 30.2% 60.9%
2024/25 15.5% 14.1% 18.6% 34.2% 58.1%
2023/24 13.3% 22.9% 36.1% 32.6% 54.4%
2022/23 35% 29.1% 59% 24.7% 67%
2021/22 30.9% 34.8% 24.9% 21.9% 58.5%
2020/21 31% 26.9% 48.2% 25.2% 60.8%
2019/20 30.6% 28.2% 51.2% 26.9% 60.3%
2018/19 20.5% 17% 13.7% 28.7% 56.7%
2017/18 18.2% 19.8% 14.3% 28.5% 58.3%

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.