CompaniesInTheUK

CUNDALL LIMITED

Company number 05491742 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 17.49% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 29% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within architectural and engineering activities; technical testing and analysis it is around the middle of the pack of 88 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 +5% +10% +15% +20% +25% +30% +35% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 29.6% 2018/19: 28.9% 2019/20: 30.2% 2020/21: 27.1% 2021/22: 26.1% 2022/23: 20% 2023/24: 23.8% 2024/25: 19.02% 2025/26: 17.49% Median gap 2017/18: 26% 2018/19: 25.5% 2019/20: 26.7% 2020/21: 22.5% 2021/22: 20% 2022/23: 25.9% 2023/24: 21.26% 2024/25: 17.38% 2025/26: 16.68% Mean gap 2017/18: 0% 2018/19: 0% 2019/20: 0% 2020/21: 0% 2021/22: 23.6% 2022/23: 19.08% 2023/24: 27.34% 2024/25: 0% 2025/26: 17.93% Median bonus gap

The gap has narrowed since the 29.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 17.49% 16.68% 17.93% 18.63% 43.83%
2024/25 19.02% 17.38% 0% 18.99% 39.62%
2023/24 23.8% 21.26% 27.34% 16.55% 47.95%
2022/23 20% 25.9% 19.08% 20.31% 44.09%
2021/22 26.1% 20% 23.6% 11.2% 39.1%
2020/21 27.1% 22.5% 0% 11.4% 40%
2019/20 30.2% 26.7% 0% 9.9% 48.1%
2018/19 28.9% 25.5% 0% 11% 44.9%
2017/18 29.6% 26% 0% 7.7% 42.3%

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.