CompaniesInTheUK

BECHTEL LIMITED

Company number 00506133 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 27% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 13% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within civil engineering it is in the bottom quarter of 76 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.

0 +25% +50% +75% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 31.3% 2018/19: 30.5% 2019/20: 28% 2020/21: 33% 2021/22: 31% 2022/23: 23% 2023/24: 22% 2024/25: 26% 2025/26: 27% Median gap 2017/18: 28.2% 2018/19: 27.3% 2019/20: 31% 2020/21: 32% 2021/22: 27% 2022/23: 23% 2023/24: 19% 2024/25: 22% 2025/26: 18% Mean gap 2017/18: 63.2% 2018/19: 70% 2019/20: 71% 2020/21: 73% 2021/22: 68% 2022/23: 60% 2023/24: 35% 2024/25: 34% 2025/26: 60% Median bonus gap

The gap has narrowed since the 31.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 27% 18% 60% 21% 48%
2024/25 26% 22% 34% 18% 48%
2023/24 22% 19% 35% 20% 46%
2022/23 23% 23% 60% 20% 46%
2021/22 31% 27% 68% 15% 50%
2020/21 33% 32% 73% 13% 48%
2019/20 28% 31% 71% 14% 49%
2018/19 30.5% 27.3% 70% 15% 48%
2017/18 31.3% 28.2% 63.2% 12% 42%

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.