CompaniesInTheUK

ACCESS UK LTD

Company number 02343760 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 14.5% 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 35% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is around the middle of the pack of 335 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.

-40% -30% -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: 20.8% 2018/19: 24.3% 2019/20: 25% 2020/21: 23.2% 2021/22: 21.3% 2022/23: 20.2% 2023/24: 14.6% 2024/25: 12.8% 2025/26: 14.5% Median gap 2017/18: 19% 2018/19: 19.9% 2019/20: 23% 2020/21: 21.4% 2021/22: 23.1% 2022/23: 16.4% 2023/24: 17% 2024/25: 11.3% 2025/26: 10.5% Mean gap 2017/18: -37.1% 2018/19: 10.5% 2019/20: 16.5% 2020/21: 26.9% 2021/22: 26.4% 2022/23: 20.4% 2023/24: 26.2% 2024/25: 11.1% 2025/26: 10.4% Median bonus gap

The gap has narrowed since the 20.8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 14.5% 10.5% 10.4% 30.4% 45.2%
2024/25 12.8% 11.3% 11.1% 30% 45.7%
2023/24 14.6% 17% 26.2% 27% 43%
2022/23 20.2% 16.4% 20.4% 24% 44%
2021/22 21.3% 23.1% 26.4% 25% 47%
2020/21 23.2% 21.4% 26.9% 23% 44%
2019/20 25% 23% 16.5% 19% 44%
2018/19 24.3% 19.9% 10.5% 19% 42%
2017/18 20.8% 19% -37.1% 15% 35%

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.