CompaniesInTheUK

SANTANDER UK PLC

Company number 02294747 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 28.2% lower than men's (5000 to 19,999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 12% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within financial service activities, except insurance and pension funding it is around the middle of the pack of 345 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% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 29.1% 2018/19: 28.6% 2019/20: 26.6% 2020/21: 27% 2021/22: 30.4% 2022/23: 25.9% 2023/24: 28.7% 2024/25: 27.6% 2025/26: 28.2% Median gap 2017/18: 37.1% 2018/19: 35.6% 2019/20: 31.4% 2020/21: 30.7% 2021/22: 32.6% 2022/23: 28.5% 2023/24: 27.1% 2024/25: 25.2% 2025/26: 25.5% Mean gap 2017/18: 40.5% 2018/19: 41.1% 2019/20: 44.3% 2020/21: 45.5% 2021/22: 36.2% 2022/23: 45.2% 2023/24: 46.8% 2024/25: 40.1% 2025/26: 45.5% Median bonus gap

The gap has narrowed since the 29.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 28.2% 25.5% 45.5% 36.2% 65.1%
2024/25 27.6% 25.2% 40.1% 36.6% 62.7%
2023/24 28.7% 27.1% 46.8% 37.7% 65.3%
2022/23 25.9% 28.5% 45.2% 40.3% 67.3%
2021/22 30.4% 32.6% 36.2% 39% 66%
2020/21 27% 30.7% 45.5% 39.7% 64.7%
2019/20 26.6% 31.4% 44.3% 38.5% 63.8%
2018/19 28.6% 35.6% 41.1% 37.1% 64.1%
2017/18 29.1% 37.1% 40.5% 36% 63.2%

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.