CompaniesInTheUK

SMITHS GROUP PLC

Company number 00137013 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 4.6% higher than men's (Less than 250 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 65% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within activities of head offices; management consultancies it is around the middle of the pack of 322 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.

-20% -10% 0 +10% +20% +30% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 24.6% 2018/19: 20.9% 2019/20: 21.8% 2020/21: 16.9% 2021/22: 6.2% 2022/23: 4.4% 2023/24: -3% 2024/25: -7.3% 2025/26: -4.6% Median gap 2017/18: 27.1% 2018/19: 19.3% 2019/20: 19.9% 2020/21: 11.2% 2021/22: -0.1% 2022/23: -3.8% 2023/24: -11.4% 2024/25: -9.5% 2025/26: -6.6% Mean gap 2017/18: 11% 2018/19: 23.8% 2019/20: 8.7% 2020/21: 15.8% 2021/22: 22.6% 2022/23: 15.3% 2023/24: 11.2% 2024/25: -1.6% 2025/26: -5% Median bonus gap

The gap has narrowed since the 24.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -4.6% -6.6% -5% 32.1% 26.7%
2024/25 -7.3% -9.5% -1.6% 29.6% 25.6%
2023/24 -3% -11.4% 11.2% 28.5% 25%
2022/23 4.4% -3.8% 15.3% 26.4% 28%
2021/22 6.2% -0.1% 22.6% 23.8% 30.2%
2020/21 16.9% 11.2% 15.8% 26.1% 40.2%
2019/20 21.8% 19.9% 8.7% 24.7% 48.3%
2018/19 20.9% 19.3% 23.8% 24.9% 49.6%
2017/18 24.6% 27.1% 11% 22.8% 50.3%

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.