CompaniesInTheUK

EVI TECHNOLOGIES LIMITED

Company number 04660006 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 33.1% lower than men's (500 to 999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 8% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is in the bottom 10% 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%: 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% 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2018/19: 31.4% 2019/20: 31.5% 2020/21: 41.3% 2021/22: 48.2% 2022/23: 49.4% 2023/24: 39.4% 2024/25: 31.5% 2025/26: 33.1% Median gap 2018/19: 30.7% 2019/20: 26.5% 2020/21: 29.7% 2021/22: 30.6% 2022/23: 32.7% 2023/24: 25.7% 2024/25: 25.5% 2025/26: 20.3% Mean gap 2018/19: 20.7% 2019/20: 51.8% 2020/21: 48.5% 2021/22: 43.5% 2022/23: 32.6% 2023/24: 41.1% 2024/25: 51.2% 2025/26: 51.5% Median bonus gap

The gap has widened since the 31.4% reported for 2018/19.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 33.1% 20.3% 51.5% 13.1% 45.4%
2024/25 31.5% 25.5% 51.2% 14.5% 48.4%
2023/24 39.4% 25.7% 41.1% 16.2% 48.3%
2022/23 49.4% 32.7% 32.6% 14.1% 53.4%
2021/22 48.2% 30.6% 43.5% 15.1% 48.2%
2020/21 41.3% 29.7% 48.5% 12.1% 37.3%
2019/20 31.5% 26.5% 51.8% 11.5% 36.3%
2018/19 31.4% 30.7% 20.7% 13.7% 35.8%

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.