CompaniesInTheUK

GLEN DIMPLEX UK LIMITED

Company number 01313016 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 39% lower than men's (Less than 250 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 4% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of electrical equipment it is in the bottom 10% of 59 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.

-10% 0 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 42.8% 2018/19: 43.3% 2020/21: -5% 2021/22: 37% 2022/23: 28% 2023/24: 29% 2024/25: 37% 2025/26: 39% Median gap 2017/18: 38% 2018/19: 38% 2020/21: 16% 2021/22: 35% 2022/23: 24% 2023/24: 21% 2024/25: 27% 2025/26: 63% Mean gap 2017/18: 50% 2018/19: 31% 2020/21: 17% 2021/22: 49% 2022/23: 60% 2023/24: 63% 2024/25: 47% 2025/26: 63% Median bonus gap

The gap has narrowed since the 42.8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 39% 63% 63% 20% 54%
2024/25 37% 27% 47% 18% 47%
2023/24 29% 21% 63% 16% 45%
2022/23 28% 24% 60% 39% 14%
2021/22 37% 35% 49% 14% 46%
2020/21 -5% 16% 17% 21% 7%
2018/19 43.3% 38% 31% 7.6% 44.3%
2017/18 42.8% 38% 50% 4.5% 46.3%

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.