CompaniesInTheUK

COPEWELL LIMITED

Company number 01408465 ·

Active - Proposal to Strike off

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 28% lower than men's (500 to 999 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 other personal service activities it is in the bottom quarter of 150 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.

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: 31.4% 2018/19: 35% 2019/20: 32.7% 2020/21: 27% 2021/22: 36% 2022/23: 32% 2023/24: 32% 2024/25: 29% 2025/26: 28% Median gap 2017/18: 24.9% 2018/19: 25% 2019/20: 33.5% 2020/21: 26.8% 2021/22: 33% 2022/23: 26% 2023/24: 22% 2024/25: 24% 2025/26: 20% Mean gap 2017/18: 51.5% 2018/19: 42% 2019/20: 60% 2020/21: 65.9% 2021/22: 56% 2022/23: 59% 2023/24: 54% 2024/25: 60% 2025/26: 44% Median bonus gap

The gap has narrowed since the 31.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 28% 20% 44% 31% 56%
2024/25 29% 24% 60% 31% 61%
2023/24 32% 22% 54% 31% 61%
2022/23 32% 26% 59% 26% 62%
2021/22 36% 33% 56% 22.5% 72.5%
2020/21 27% 26.8% 65.9% 21.5% 68.8%
2019/20 32.7% 33.5% 60% 28.6% 68.8%
2018/19 35% 25% 42% 32% 67%
2017/18 31.4% 24.9% 51.5% 30.8% 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.