CompaniesInTheUK

COMPUTACENTER (UK) LIMITED

Company number 01584718 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 10.5% lower 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 46% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is around the middle of the pack of 335 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% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 13.6% 2018/19: 14.3% 2019/20: 18.6% 2020/21: 7.2% 2021/22: 10.1% 2022/23: 13.8% 2023/24: 12.8% 2024/25: 9.3% 2025/26: 10.5% Median gap 2017/18: 20.1% 2018/19: 20.8% 2019/20: 18.5% 2020/21: 13% 2021/22: 18.5% 2022/23: 15.4% 2023/24: 20.4% 2024/25: 13.6% 2025/26: 15.3% Mean gap 2017/18: 26% 2018/19: 42.2% 2019/20: 44.9% 2020/21: 38% 2021/22: 0% 2022/23: 30.1% 2023/24: 32.6% 2024/25: 33.7% 2025/26: 30.4% Median bonus gap

The gap has narrowed since the 13.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 10.5% 15.3% 30.4% 21.8% 31.5%
2024/25 9.3% 13.6% 33.7% 20.4% 31.3%
2023/24 12.8% 20.4% 32.6% 20% 32.2%
2022/23 13.8% 15.4% 30.1% 21.3% 34.5%
2021/22 10.1% 18.5% 0% 18.2% 30.6%
2020/21 7.2% 13% 38% 17% 27.4%
2019/20 18.6% 18.5% 44.9% 16.5% 34%
2018/19 14.3% 20.8% 42.2% 15.6% 29.9%
2017/18 13.6% 20.1% 26% 14.1% 30.7%

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.