CompaniesInTheUK

ETHIGEN LIMITED

Company number SC208842 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 9.4% higher 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 49% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within wholesale trade, except of motor vehicles and motorcycles it is around the middle of the pack of 361 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.

-30% -20% -10% 0 +10% +20% +30% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0.1% 2018/19: -0.1% 2019/20: -0.2% 2020/21: -0.5% 2021/22: -9.5% 2022/23: -2% 2023/24: -3% 2024/25: -2.5% 2025/26: -9.4% Median gap 2017/18: -23.6% 2018/19: -20.5% 2019/20: -19.8% 2020/21: -20.9% 2021/22: -7.4% 2022/23: -14% 2023/24: -14% 2024/25: -2.5% 2025/26: -4.8% Mean gap 2017/18: 6.4% 2018/19: 5.4% 2019/20: 6% 2020/21: 5.5% 2021/22: 22.7% 2022/23: 26% 2023/24: 21% 2024/25: -3.28% 2025/26: -10.5% Median bonus gap

The gap has widened since the 0.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -9.4% -4.8% -10.5% 40% 49%
2024/25 -2.5% -2.5% -3.28% 45% 31%
2023/24 -3% -14% 21% 39% 64%
2022/23 -2% -14% 26% 36% 60%
2021/22 -9.5% -7.4% 22.7% 49% 40%
2020/21 -0.5% -20.9% 5.5% — —
2019/20 -0.2% -19.8% 6% 53% 44%
2018/19 -0.1% -20.5% 5.4% 54% 39%
2017/18 0.1% -23.6% 6.4% 54% 39%

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.