CompaniesInTheUK

CARNELL SUPPORT SERVICES LIMITED

Company number 02843581 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 28.2% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 12% 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.

-100% -80% -60% -40% -20% 0 +20% +40% 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2018/19: 16% 2020/21: 29% 2021/22: 19% 2022/23: 31.5% 2023/24: 22.7% 2024/25: 27.4% 2025/26: 28.2% Median gap 2018/19: -23% 2020/21: 2% 2021/22: 21% 2022/23: 30.2% 2023/24: 20.7% 2024/25: 23.2% 2025/26: 26.4% Mean gap 2018/19: -68% 2020/21: -100% 2021/22: -80% 2022/23: -12.5% 2023/24: -66.7% 2024/25: -66.7% 2025/26: -28.2% Median bonus gap

The gap has widened since the 16% reported for 2018/19.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 28.2% 26.4% -28.2% 6.5% 33.8%
2024/25 27.4% 23.2% -66.7% 6.7% 23.7%
2023/24 22.7% 20.7% -66.7% 6.9% 26%
2022/23 31.5% 30.2% -12.5% 4.6% 26.2%
2021/22 19% 21% -80% 9% 17%
2020/21 29% 2% -100% 9% 21%
2018/19 16% -23% -68% 9% 14%

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.