CompaniesInTheUK

BRITVIC SOFT DRINKS LIMITED

Company number 00517211 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 13.8% higher 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 37% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of beverages it is in the bottom quarter of 57 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.

-60% -50% -40% -30% -20% -10% 0 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -13.9% 2018/19: -17% 2019/20: -13% 2020/21: -12% 2021/22: -3% 2022/23: -14.9% 2023/24: -14.2% 2024/25: -16.2% 2025/26: -13.8% Median gap 2017/18: -4.8% 2018/19: -4% 2019/20: -5% 2020/21: -4% 2021/22: -14% 2022/23: -1.1% 2023/24: -5.4% 2024/25: -6.9% 2025/26: -9% Mean gap 2017/18: -9% 2018/19: -57% 2019/20: -59% 2020/21: -39% 2021/22: 0% 2022/23: -32.5% 2023/24: -9.9% 2024/25: -14.8% 2025/26: -14.3% Median bonus gap

The gap has narrowed since the -13.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -13.8% -9% -14.3% 33.8% 31.6%
2024/25 -16.2% -6.9% -14.8% 34.5% 30.6%
2023/24 -14.2% -5.4% -9.9% 35.1% 28.2%
2022/23 -14.9% -1.1% -32.5% 30.7% 28.3%
2021/22 -3% -14% 0% 30.7% 30.4%
2020/21 -12% -4% -39% 28.2% 29.5%
2019/20 -13% -5% -59% 34.2% 27.7%
2018/19 -17% -4% -57% 33.4% 26.9%
2017/18 -13.9% -4.8% -9% 32.1% 29.3%

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.