CompaniesInTheUK

SPRINGER NATURE LIMITED

Company number 00785998 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 9.17% lower than men's (1000 to 4999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 50% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within publishing activities it is in the top quarter of 85 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% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 12.9% 2018/19: 9.5% 2019/20: 11.6% 2020/21: 7.3% 2021/22: 10.8% 2022/23: 4.4% 2023/24: 9.9% 2024/25: 9.5% 2025/26: 9.17% Median gap 2017/18: 18% 2018/19: 15% 2019/20: 17% 2020/21: 15.1% 2021/22: 16.5% 2022/23: 16.67% 2023/24: 18.16% 2024/25: 16.98% 2025/26: 17.34% Mean gap 2017/18: 45.2% 2018/19: 32.4% 2019/20: 36.2% 2020/21: 52.7% 2021/22: 32% 2022/23: 54.01% 2023/24: 0% 2024/25: 23.02% 2025/26: 0% Median bonus gap

The gap has narrowed since the 12.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 9.17% 17.34% 0% 47.8% 67.21%
2024/25 9.5% 16.98% 23.02% 41.28% 67.19%
2023/24 9.9% 18.16% 0% 47.74% 70%
2022/23 4.4% 16.67% 54.01% 45.56% 70%
2021/22 10.8% 16.5% 32% 47% 72.2%
2020/21 7.3% 15.1% 52.7% 62% 60.9%
2019/20 11.6% 17% 36.2% 50.6% 74.8%
2018/19 9.5% 15% 32.4% 49.4% 68.9%
2017/18 12.9% 18% 45.2% 48.4% 70.8%

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.