CompaniesInTheUK

FORMULA ONE AUTO CENTRES LIMITED

Company number 01437311 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 6.78% higher than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 57% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within wholesale and retail trade and repair of motor vehicles and motorcycles it is in the top quarter of 220 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% +80% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 23.6% 2018/19: -6.9% 2019/20: -8.8% 2020/21: 3.7% 2021/22: -0.9% 2022/23: -9.7% 2023/24: -4.89% 2024/25: -3.53% 2025/26: -6.78% Median gap 2017/18: 43% 2018/19: -20.2% 2019/20: -27.1% 2020/21: -4.7% 2021/22: -0.5% 2022/23: -32% 2023/24: -25.13% 2024/25: -22.13% 2025/26: -23.07% Mean gap 2017/18: 38.9% 2018/19: 56.4% 2019/20: 70.5% 2020/21: 66.7% 2021/22: 14.4% 2022/23: 43% 2023/24: 41.72% 2024/25: 59.84% 2025/26: 57.06% Median bonus gap

The gap has narrowed since the 23.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -6.78% -23.07% 57.06% 8.2% 4.2%
2024/25 -3.53% -22.13% 59.84% 6.3% 4.8%
2023/24 -4.89% -25.13% 41.72% 6.6% 4%
2022/23 -9.7% -32% 43% 9.1% 3.6%
2021/22 -0.9% -0.5% 14.4% 6.7% 4.9%
2020/21 3.7% -4.7% 66.7% 5.9% 4.6%
2019/20 -8.8% -27.1% 70.5% 2.1% 8.6%
2018/19 -6.9% -20.2% 56.4% 2.5% 8.2%
2017/18 23.6% 43% 38.9% 3.1% 7.5%

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.