CompaniesInTheUK

AMORE (WATTON) LIMITED

Company number 06773612 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 2.1% higher than men's (250 to 499 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 76% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within residential care activities it is around the middle of the pack of 272 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.

-12% -10% -8% -6% -4% -2% 0 +2% 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2018/19: 1.2% 2019/20: -2.1% 2020/21: -1.6% 2021/22: -0.7% 2022/23: -0.4% 2023/24: -2.9% 2024/25: 1.6% 2025/26: -2.1% Median gap 2018/19: -7.4% 2019/20: -7.7% 2020/21: -3.2% 2021/22: -11.1% 2022/23: -8.4% 2023/24: -8.7% 2024/25: 0.8% 2025/26: -4.6% Mean gap 2019/20: 0% Median bonus gap

The gap has widened since the 1.2% reported for 2018/19.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -2.1% -4.6% — 77.4% 67.2%
2024/25 1.6% 0.8% — 63% 72.5%
2023/24 -2.9% -8.7% — 87.5% 75.6%
2022/23 -0.4% -8.4% — 85.5% 83.1%
2021/22 -0.7% -11.1% — 11% 85.2%
2020/21 -1.6% -3.2% — 87.8% 80.9%
2019/20 -2.1% -7.7% 0% 87.7% 84.1%
2018/19 1.2% -7.4% — 88.6% 87.3%

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.