CompaniesInTheUK

RANDSTAD SOLUTIONS LIMITED

Company number 02389033 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 16.92% higher than men's (5000 to 19,999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 30% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within employment services it is in the bottom quarter of 291 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.

-80% -60% -40% -20% 0 +20% +40% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 2.9% 2018/19: 1% 2020/21: 3% 2021/22: -2.3% 2022/23: -6% 2023/24: 3% 2024/25: 8.84% 2025/26: -16.92% Median gap 2017/18: 0.1% 2018/19: 0% 2020/21: 1.7% 2021/22: -0.7% 2022/23: -5.5% 2023/24: -6.9% 2024/25: 11.7% 2025/26: -49.8% Mean gap 2017/18: -33.8% 2018/19: 23.1% 2020/21: 1.6% 2021/22: -68.1% 2022/23: -37.1% 2023/24: -50% 2024/25: 25.51% 2025/26: -50.14% Median bonus gap

The gap has widened since the 2.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -16.92% -49.8% -50.14% 68% 40%
2024/25 8.84% 11.7% 25.51% 57.2% 38.6%
2023/24 3% -6.9% -50% 43% 50%
2022/23 -6% -5.5% -37.1% 18.6% 15.9%
2021/22 -2.3% -0.7% -68.1% 24.8% 18%
2020/21 3% 1.7% 1.6% 28.2% 40.8%
2018/19 1% 0% 23.1% 6% 35%
2017/18 2.9% 0.1% -33.8% 30.3% 26%

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.