CompaniesInTheUK

CONTROL RISKS GROUP LIMITED

Company number 01810707 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 19% 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 26% 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 around the middle of the pack 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% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 30% 2018/19: 33% 2019/20: 32% 2020/21: 32% 2021/22: 25% 2022/23: 19% 2023/24: 18% 2024/25: 20% 2025/26: 19% Median gap 2017/18: 35% 2018/19: 31% 2019/20: 34% 2020/21: 23% 2021/22: 18% 2022/23: 16% 2023/24: 14% 2024/25: 17% 2025/26: 17% Mean gap 2017/18: 42% 2018/19: 48% 2019/20: 53% 2020/21: 56% 2021/22: 56% 2022/23: 40% 2023/24: 32% 2024/25: 34% 2025/26: 43% Median bonus gap

The gap has narrowed since the 30% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 19% 17% 43% 31% 47%
2024/25 20% 17% 34% 30% 46%
2023/24 18% 14% 32% 34% 56%
2022/23 19% 16% 40% 31% 51%
2021/22 25% 18% 56% 31% 52%
2020/21 32% 23% 56% 34% 72%
2019/20 32% 34% 53% 25% 67%
2018/19 33% 31% 48% 27% 63%
2017/18 30% 35% 42% 24% 68%

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.