CompaniesInTheUK

CREST NICHOLSON OPERATIONS LIMITED

Company number 01168311 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 33% lower than men's (500 to 999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 8% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within construction of buildings it is in the bottom quarter of 104 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.

-300% -250% -200% -150% -100% -50% 0 +50% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 23% 2018/19: 25% 2019/20: 20% 2020/21: 19% 2021/22: 22% 2022/23: 13% 2023/24: 20% 2024/25: 32% 2025/26: 33% Median gap 2017/18: 26% 2018/19: 24% 2019/20: 21% 2020/21: 21% 2021/22: 27% 2022/23: 20% 2023/24: 20% 2024/25: 24% 2025/26: 21% Mean gap 2017/18: 18% 2018/19: 21% 2019/20: 22% 2020/21: 36% 2021/22: 14% 2022/23: -5% 2023/24: -16% 2024/25: -285% 2025/26: 13% Median bonus gap

The gap has widened since the 23% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 33% 21% 13% 25% 52%
2024/25 32% 24% -285% 23% 50%
2023/24 20% 20% -16% 26% 41%
2022/23 13% 20% -5% 25% 41%
2021/22 22% 27% 14% 20% 42%
2020/21 19% 21% 36% 20% 37%
2019/20 20% 21% 22% 18% 34%
2018/19 25% 24% 21% 18% 33.5%
2017/18 23% 26% 18% 16% 31%

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.