CompaniesInTheUK

ABINGDON FLOORING LIMITED

Company number 04923718 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 8.7% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 51% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-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.

-50% -25% 0 +25% +50% +75% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 6.8% 2018/19: 8.6% 2019/20: 4.2% 2020/21: 27.4% 2021/22: 6% 2022/23: 14.4% 2023/24: 11.8% 2024/25: 8.6% 2025/26: 8.7% Median gap 2017/18: 11.3% 2018/19: 16.1% 2019/20: 16.9% 2020/21: 14.7% 2021/22: 16.8% 2022/23: 22.3% 2023/24: 24.2% 2024/25: 29.2% 2025/26: 18.1% Mean gap 2017/18: -19.1% 2018/19: -8% 2019/20: -43.4% 2020/21: 62.5% 2021/22: 51.3% 2022/23: 65.4% 2023/24: 55.1% 2024/25: 75% 2025/26: 41.3% Median bonus gap

The gap has widened since the 6.8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 8.7% 18.1% 41.3% 15.3% 34.7%
2024/25 8.6% 29.2% 75% 36.1% 11.1%
2023/24 11.8% 24.2% 55.1% 15.7% 35.7%
2022/23 14.4% 22.3% 65.4% 14.7% 45.3%
2021/22 6% 16.8% 51.3% 14.5% 30.3%
2020/21 27.4% 14.7% 62.5% 66.7% 33.3%
2019/20 4.2% 16.9% -43.4% 13.9% 36.7%
2018/19 8.6% 16.1% -8% 11.9% 37.6%
2017/18 6.8% 11.3% -19.1% 14% 32.6%

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.