CompaniesInTheUK

BURO HAPPOLD ENGINEERS LIMITED

Company number 02005893 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 21.3% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 22% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within architectural and engineering activities; technical testing and analysis it is around the middle of the pack of 88 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 +5% +10% +15% +20% +25% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 20.1% 2018/19: 22.6% 2019/20: 20.6% 2020/21: 23.2% 2021/22: 23.2% 2022/23: 21.6% 2023/24: 22.3% 2024/25: 20.4% 2025/26: 21.3% Median gap 2017/18: 19.2% 2018/19: 22.1% 2019/20: 20.1% 2020/21: 19.3% 2021/22: 19.3% 2022/23: 17.6% 2023/24: 17.1% 2024/25: 17.1% 2025/26: 17.6% Mean gap 2017/18: 25% 2018/19: 20% 2019/20: 0% 2020/21: 25% 2021/22: 25% 2022/23: 10.7% 2023/24: 11.1% 2024/25: 24.3% 2025/26: 20.6% Median bonus gap

The gap has widened since the 20.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 21.3% 17.6% 20.6% 29% 56.1%
2024/25 20.4% 17.1% 24.3% 28.8% 54.9%
2023/24 22.3% 17.1% 11.1% 25.7% 55.5%
2022/23 21.6% 17.6% 10.7% 24% 52%
2021/22 23.2% 19.3% 25% 25% 56%
2020/21 23.2% 19.3% 25% 25% 56%
2019/20 20.6% 20.1% 0% 21.5% 54.9%
2018/19 22.6% 22.1% 20% 17% 52%
2017/18 20.1% 19.2% 25% 16% 50%

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.