CompaniesInTheUK

DALKIA ENGINEERING LIMITED

Company number 00443522 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 27.5% lower than men's (500 to 999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 13% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within specialised construction activities it is around the middle of the pack of 134 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: 34% 2018/19: 38.9% 2019/20: 40.5% 2020/21: 31.9% 2021/22: 28.9% 2022/23: 24.9% 2023/24: 25.6% 2024/25: 23.3% 2025/26: 27.5% Median gap 2017/18: 29.8% 2018/19: 33.5% 2019/20: 33.8% 2020/21: 29.2% 2021/22: 21.9% 2022/23: 21.4% 2023/24: 18.7% 2024/25: 18.4% 2025/26: 16.7% Mean gap 2017/18: 0% 2018/19: 55% 2019/20: 70% 2020/21: 62.5% 2021/22: 55% 2022/23: 60% 2023/24: 60% 2024/25: 32.1% 2025/26: 42.5% Median bonus gap

The gap has narrowed since the 34% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 27.5% 16.7% 42.5% 7.6% 23.7%
2024/25 23.3% 18.4% 32.1% 8.8% 23.3%
2023/24 25.6% 18.7% 60% 8.1% 21.7%
2022/23 24.9% 21.4% 60% 6.8% 20.3%
2021/22 28.9% 21.9% 55% 8.2% 20.3%
2020/21 31.9% 29.2% 62.5% 7% 29.9%
2019/20 40.5% 33.8% 70% 4.8% 31.3%
2018/19 38.9% 33.5% 55% 3.9% 32.5%
2017/18 34% 29.8% 0% 6.3% 32.5%

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.