CompaniesInTheUK

CLFIS (U.K.) LIMITED

Company number 04356028 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 25.7% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 15% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within office administrative, office support and other business support activities it is in the bottom quarter of 529 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 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%: 578 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%: 388 employers 22.5% to 25.0%: 356 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 9,642 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 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 44% 2018/19: 42.7% 2019/20: 41.6% 2020/21: 34.7% 2021/22: 32.9% 2022/23: 33.6% 2023/24: 29.8% 2024/25: 29.7% 2025/26: 25.7% Median gap 2017/18: 42% 2018/19: 40.4% 2019/20: 39.8% 2020/21: 32.7% 2021/22: 29.4% 2022/23: 28.2% 2023/24: 27.6% 2024/25: 27.4% 2025/26: 24.3% Mean gap 2017/18: 60% 2018/19: 61.2% 2019/20: 61.9% 2020/21: 54.5% 2021/22: 51.1% 2022/23: 51.5% 2023/24: 47.4% 2024/25: 44.8% 2025/26: 38.3% Median bonus gap

The gap has narrowed since the 44% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 25.7% 24.3% 38.3% 29.4% 65.7%
2024/25 29.7% 27.4% 44.8% 28.9% 63.4%
2023/24 29.8% 27.6% 47.4% 26.6% 62.7%
2022/23 33.6% 28.2% 51.5% 27.5% 66.9%
2021/22 32.9% 29.4% 51.1% 24.3% 62%
2020/21 34.7% 32.7% 54.5% 27.8% 70%
2019/20 41.6% 39.8% 61.9% 23% 68.8%
2018/19 42.7% 40.4% 61.2% 24.5% 71.8%
2017/18 44% 42% 60% 23% 74%

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.