CompaniesInTheUK

FCMS (NW) LIMITED

Company number 05085990 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.73% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 85% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within office administrative, office support and other business support activities it is in the top quarter of 529 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.

-20% -15% -10% -5% 0 +5% +10% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0.6% 2018/19: 1% 2019/20: 1.6% 2020/21: -4.7% 2021/22: 7% 2022/23: -1.2% 2023/24: -4.5% 2024/25: -2.0436% 2025/26: -0.73% Median gap 2017/18: 0.3% 2018/19: 1.1% 2019/20: 2.4% 2020/21: 2.8% 2021/22: -3% 2022/23: -18.5% 2023/24: -0.65% 2024/25: -5.518% 2025/26: -3.5% Mean gap 2017/18: -2% 2022/23: 0% Median bonus gap

The gap has widened since the 0.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -0.73% -3.5% — 82% 80%
2024/25 -2.0436% -5.518% — 81.42% 79.3%
2023/24 -4.5% -0.65% — 84% 83%
2022/23 -1.2% -18.5% 0% 78.3% 71.3%
2021/22 7% -3% — 79.4% 79.4%
2020/21 -4.7% 2.8% — 74% 72%
2019/20 1.6% 2.4% — 76% 85%
2018/19 1% 1.1% — 73% 84%
2017/18 0.6% 0.3% -2% 75% 79.4%

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.