CompaniesInTheUK

CLINIGEN LIMITED

Company number 06771928 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 13.3% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 38% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within activities of head offices; management consultancies it is around the middle of the pack of 323 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.

-40% -20% 0 +20% +40% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 1.9% 2018/19: 0.6% 2019/20: -5.1% 2020/21: 9.5% 2021/22: 5.2% 2022/23: 5.9% 2023/24: 5.2% 2024/25: 10.7% 2025/26: 13.3% Median gap 2017/18: 25.8% 2018/19: 21.7% 2019/20: 24.3% 2020/21: 40.3% 2021/22: 36.6% 2022/23: 26.3% 2023/24: 26.7% 2024/25: 23.7% 2025/26: 15.1% Mean gap 2017/18: -2.7% 2018/19: -8.7% 2019/20: -36.8% 2020/21: -3.9% 2021/22: 26.1% 2022/23: 3.5% 2023/24: 5.55% 2024/25: -1.34% 2025/26: 4.9% Median bonus gap

The gap has widened since the 1.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 13.3% 15.1% 4.9% 53% 63%
2024/25 10.7% 23.7% -1.34% 50% 65%
2023/24 5.2% 26.7% 5.55% 44% 60%
2022/23 5.9% 26.3% 3.5% 41% 58%
2021/22 5.2% 36.6% 26.1% 45% 53%
2020/21 9.5% 40.3% -3.9% 40.1% 53.2%
2019/20 -5.1% 24.3% -36.8% 46.7% 39.5%
2018/19 0.6% 21.7% -8.7% 50% 52.6%
2017/18 1.9% 25.8% -2.7% 44% 51%

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.