CompaniesInTheUK

GLEESON DEVELOPMENTS LIMITED

Company number 00848808 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 4.8% lower 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 64% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within construction of buildings it is in the top 10% of 104 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.

-300% -250% -200% -150% -100% -50% 0 +50% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0.7% 2018/19: 8.7% 2019/20: -6% 2020/21: -43.1% 2021/22: 11.4% 2022/23: 3.2% 2023/24: -3.1% 2024/25: 7.6% 2025/26: 4.8% Median gap 2017/18: 8.3% 2018/19: 6.5% 2019/20: 2.3% 2020/21: -2% 2021/22: 15.3% 2022/23: 12.5% 2023/24: 14.2% 2024/25: 18.3% 2025/26: 17.5% Mean gap 2017/18: -138.9% 2018/19: -209.3% 2019/20: -250.4% 2020/21: -88.9% 2021/22: -40% 2022/23: -61.3% 2023/24: -38.9% 2024/25: -100.8% 2025/26: -61.4% Median bonus gap

The gap has widened since the 0.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 4.8% 17.5% -61.4% 18% 38%
2024/25 7.6% 18.3% -100.8% 13% 35%
2023/24 -3.1% 14.2% -38.9% 15% 30%
2022/23 3.2% 12.5% -61.3% 20% 35%
2021/22 11.4% 15.3% -40% 21% 34%
2020/21 -43.1% -2% -88.9% 13.8% 13.6%
2019/20 -6% 2.3% -250.4% 22% 15%
2018/19 8.7% 6.5% -209.3% 27% 10.7%
2017/18 0.7% 8.3% -138.9% 22.9% 14.4%

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.