CompaniesInTheUK

TSYS MANAGED SERVICES EMEA LIMITED

Company number 05947723 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 1.02% higher than men's (1000 to 4999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 83% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within financial service activities, except insurance and pension funding it is in the top 10% 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%: 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.

-20% -10% 0 +10% +20% +30% +40% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -0.6% 2018/19: 0.5% 2019/20: 0% 2020/21: 0.9% 2021/22: 3.2% 2022/23: 2% 2023/24: 0% 2024/25: 0% 2025/26: -1.02% Median gap 2017/18: 4.1% 2018/19: 4.5% 2019/20: 6.2% 2020/21: 6.6% 2021/22: 11.6% 2022/23: 8.4% 2023/24: 5.6% 2024/25: 2.4% 2025/26: 2.41% Mean gap 2017/18: 10.9% 2018/19: 0% 2019/20: -16.7% 2020/21: 0% 2021/22: -11.1% 2022/23: 0% 2023/24: 0% 2024/25: 0% 2025/26: 33.33% Median bonus gap

The gap has widened since the -0.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -1.02% 2.41% 33.33% 51.95% 48.39%
2024/25 0% 2.4% 0% 43.4% 46.3%
2023/24 0% 5.6% 0% 53.6% 54.4%
2022/23 2% 8.4% 0% 49.5% 58.7%
2021/22 3.2% 11.6% -11.1% 51.3% 61.6%
2020/21 0.9% 6.6% 0% 50% 58.5%
2019/20 0% 6.2% -16.7% 51% 56%
2018/19 0.5% 4.5% 0% 54% 59%
2017/18 -0.6% 4.1% 10.9% 52% 49%

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.