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Gender pay gap · 2025–26
Median hourly pay gap ?
Figure flagged
The latest submission needs checking before it can be used in a comparison.
Compared with its sector ?
No usable benchmark
The submitted figure is excluded from comparisons.
Reporting history
2 filings
Not enough data for a trend
A pay gap compares the whole workforce. It does not show whether people receive equal pay for equal work.
Median hourly pay gap · 2017–2025
Above zero, men earn more at the midpoint. Below zero, women earn more. Each point can be hovered or focused for the exact employer and sector figures.
Women’s share of each pay quarter ?
Figures are employers’ own submissions to the UK government. Remunify adds the history and sector context. These figures describe workforce pay patterns; they do not establish pay discrimination.
The median compares the hourly pay of the woman in the middle of the women’s pay distribution with the man in the middle of the men’s. The difference is expressed as a percentage of men’s pay.
The sector line is the median of employer-level gaps for that sector and reporting year. It is not weighted by workforce size. Missing filings are left as gaps.
| Reporting year | Employer | Sector median |
|---|---|---|
| 2017–18 | Not reported | 9.8% |
| 2018–19 | Not reported | 9.3% |
| 2019–20 | Not reported | 9.0% |
| 2020–21 | Not reported | 9.3% |
| 2021–22 | Not reported | 7.6% |
| 2022–23 | Not reported | 7.0% |
| 2023–24 | Not reported | 7.2% |
| 2024–25 | −39.6% | 6.8% |
| 2025–26 | −156.1% · flagged | 6.0% |
Each quarter holds a quarter of the workforce, ordered by hourly pay. The mix of roles can help explain the gap.
Bonuses are reported separately
Median bonus gap ?
−2019.5%
Women’s median bonus is 2019.5% higher.
Who received a bonus?
The size of a bonus and who receives one are two different measures.