CompaniesInTheUK

EPICOR SOFTWARE (UK) LIMITED

Company number 02338274 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 13.41% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 38% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is around the middle of the pack of 335 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: 17% 2018/19: 15.5% 2019/20: -11% 2020/21: 14.1% 2021/22: 14.7% 2022/23: 11% 2023/24: 10.4% 2024/25: 7.85% 2025/26: 13.41% Median gap 2017/18: 24% 2018/19: 19.1% 2019/20: -23% 2020/21: 19.4% 2021/22: 23.7% 2022/23: 25% 2023/24: 26.3% 2024/25: 18.2% 2025/26: 26.36% Mean gap 2017/18: 30% 2018/19: 51.8% 2019/20: -17.2% 2020/21: 27.5% 2021/22: 25% 2022/23: 19% 2023/24: 14.8% 2024/25: 6.31% 2025/26: 22.39% Median bonus gap

The gap has narrowed since the 17% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 13.41% 26.36% 22.39% 19.23% 38.46%
2024/25 7.85% 18.2% 6.31% 17.28% 36.25%
2023/24 10.4% 26.3% 14.8% 19.51% 32.93%
2022/23 11% 25% 19% 20% 32.73%
2021/22 14.7% 23.7% 25% 20% 27.5%
2020/21 14.1% 19.4% 27.5% 20.4% 35.2%
2019/20 -11% -23% -17.2% 19.6% 37.5%
2018/19 15.5% 19.1% 51.8% 22.9% 40%
2017/18 17% 24% 30% 17.4% 36.2%

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.