CompaniesInTheUK

CRENDON TIMBER ENGINEERING LIMITED

Company number 01992573 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 7.2% higher 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 55% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

-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.

-20% 0 +20% +40% +60% +80% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -10.5% 2018/19: 7.2% 2019/20: 6.8% 2020/21: -8.6% 2021/22: -9.6% 2022/23: -4.7% 2023/24: -4.8% 2024/25: -7.2% 2025/26: -7.2% Median gap 2017/18: 5.4% 2018/19: 19.2% 2019/20: 2.8% 2020/21: 6.8% 2021/22: 6.4% 2022/23: 6% 2023/24: 4.6% 2024/25: 4% 2025/26: 4.3% Mean gap 2017/18: 100% 2019/20: 58.1% 2020/21: 0% 2021/22: 16.7% 2022/23: 13% 2023/24: 12% 2024/25: 16.1% 2025/26: 17.6% Median bonus gap

The gap has narrowed since the -10.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -7.2% 4.3% 17.6% 8.8% 5.9%
2024/25 -7.2% 4% 16.1% 8.9% 5.9%
2023/24 -4.8% 4.6% 12% 8.9% 7.7%
2022/23 -4.7% 6% 13% 10.3% 8%
2021/22 -9.6% 6.4% 16.7% 9.7% 6.8%
2020/21 -8.6% 6.8% 0% 12.2% 9.6%
2019/20 6.8% 2.8% 58.1% 8.7% 18.7%
2018/19 7.2% 19.2% — 8% 16%
2017/18 -10.5% 5.4% 100% 14% 9%

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.