CompaniesInTheUK

E-ACT

Company number 06526376 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 18.2% lower than men's (1000 to 4999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 27% of the 9,642 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%: 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.

-25% 0 +25% +50% +75% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 34.1% 2018/19: 31.1% 2019/20: 35.9% 2020/21: 28.2% 2021/22: 23% 2022/23: 24.72% 2023/24: 27.66% 2024/25: 17.1% 2025/26: 18.2% Median gap 2017/18: 24% 2018/19: 21.4% 2019/20: 19.4% 2020/21: 16.7% 2021/22: 14.4% 2022/23: 15.04% 2023/24: 15.76% 2024/25: 16% 2025/26: 13.7% Mean gap 2021/22: 81.8% 2022/23: 74.35% 2023/24: 100% 2024/25: -21.7% 2025/26: 100% Median bonus gap

The gap has narrowed since the 34.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 18.2% 13.7% 100% 66.8% 88.7%
2024/25 17.1% 16% -21.7% 63.9% 87.3%
2023/24 27.66% 15.76% 100% 64.85% 85.49%
2022/23 24.72% 15.04% 74.35% 65.3% 83.1%
2021/22 23% 14.4% 81.8% 65.1% 85%
2020/21 28.2% 16.7% — 63.7% 83.7%
2019/20 35.9% 19.4% — 65.7% 88%
2018/19 31.1% 21.4% — 63.1% 87.6%
2017/18 34.1% 24% — 61.6% 88.5%

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.