CompaniesInTheUK

EMERSON PROCESS MANAGEMENT LIMITED

Company number 00671801 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 24.4% lower than men's (500 to 999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 17% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within other manufacturing it is in the bottom 10% of 115 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.

0 +10% +20% +30% +40% +50% +60% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 32.9% 2018/19: 30.2% 2020/21: 34% 2021/22: 33.3% 2022/23: 32.4% 2023/24: 21% 2024/25: 26.3% 2025/26: 24.4% Median gap 2017/18: 30.7% 2018/19: 27.6% 2020/21: 28.7% 2021/22: 27.1% 2022/23: 23.3% 2023/24: 20% 2024/25: 21.7% 2025/26: 19.1% Mean gap 2017/18: 43% 2018/19: 18% 2020/21: 53% 2021/22: 29% 2022/23: 17% 2023/24: 14.1% 2024/25: 10.9% 2025/26: 35.7% Median bonus gap

The gap has narrowed since the 32.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 24.4% 19.1% 35.7% 9% 35%
2024/25 26.3% 21.7% 10.9% 7.3% 36.1%
2023/24 21% 20% 14.1% 5.3% 34.5%
2022/23 32.4% 23.3% 17% 6.67% 40.45%
2021/22 33.3% 27.1% 29% 4.8% 41.6%
2020/21 34% 28.7% 53% 6% 43%
2018/19 30.2% 27.6% 18% 5.1% 41.9%
2017/18 32.9% 30.7% 43% 4% 43%

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.