CompaniesInTheUK

CRIEFF HYDRO LIMITED

Company number SC000268 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 1.3% lower than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 81% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within accommodation it is around the middle of the pack of 178 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.

-40% -20% 0 +20% +40% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -1.2% 2018/19: -3% 2019/20: -3% 2020/21: 11.4% 2021/22: 24.5% 2022/23: 1.2% 2023/24: 4.5% 2024/25: 2.9% 2025/26: 1.3% Median gap 2017/18: 9% 2018/19: 7.1% 2019/20: 12% 2020/21: 11.4% 2021/22: 3% 2022/23: 5.6% 2023/24: 6.1% 2024/25: 5.1% 2025/26: 5.5% Mean gap 2017/18: 39.9% 2018/19: 23.2% 2019/20: -9% 2020/21: 7.1% 2021/22: 29.7% 2022/23: 12.5% 2023/24: -36% 2024/25: 59.4% 2025/26: 36.5% Median bonus gap

The gap has widened since the -1.2% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 1.3% 5.5% 36.5% 43.9% 55.3%
2024/25 2.9% 5.1% 59.4% 48.2% 60%
2023/24 4.5% 6.1% -36% 51.5% 65%
2022/23 1.2% 5.6% 12.5% 47.7% 55.2%
2021/22 24.5% 3% 29.7% 40% 80%
2020/21 11.4% 11.4% 7.1% — —
2019/20 -3% 12% -9% 54% 45%
2018/19 -3% 7.1% 23.2% 59% 46%
2017/18 -1.2% 9% 39.9% 63.1% 53.1%

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.