CompaniesInTheUK

ARAMARK LIMITED

Company number 00983951 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 1.3% lower than men's (5000 to 19,999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 81% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within food and beverage services it is around the middle of the pack of 369 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.

-300% -250% -200% -150% -100% -50% 0 +50% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 34.1% 2018/19: 44.4% 2020/21: 42.1% 2021/22: 46.6% 2022/23: 33.9% 2023/24: 19.2% 2024/25: 14.3% 2025/26: 1.3% Median gap 2017/18: 32.9% 2018/19: 35.1% 2020/21: 29.2% 2021/22: 30.2% 2022/23: 29.9% 2023/24: 28.2% 2024/25: 26% 2025/26: 8.9% Mean gap 2017/18: -150% 2018/19: -150% 2020/21: -50% 2021/22: -272.2% 2022/23: -123.2% 2023/24: -57.7% 2024/25: -73% 2025/26: 47.4% Median bonus gap

The gap has narrowed since the 34.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 1.3% 8.9% 47.4% 48.4% 63.5%
2024/25 14.3% 26% -73% 26.4% 67.4%
2023/24 19.2% 28.2% -57.7% 25.4% 64.1%
2022/23 33.9% 29.9% -123.2% 22.1% 64.1%
2021/22 46.6% 30.2% -272.2% 13.7% 78.2%
2020/21 42.1% 29.2% -50% 18.2% 73.3%
2018/19 44.4% 35.1% -150% 17.9% 78.4%
2017/18 34.1% 32.9% -150% 20% 81.5%

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.