CompaniesInTheUK

HEXCEL COMPOSITES LIMITED

Company number 03069887 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 5.61% 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 60% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within other manufacturing it is around the middle of the pack of 115 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% -30% -20% -10% 0 +10% +20% +30% +40% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -14.8% 2018/19: -11.6% 2019/20: -10.1% 2020/21: -8.6% 2021/22: -32.9% 2022/23: -5.73% 2023/24: -12.77% 2024/25: -6.13% 2025/26: -5.61% Median gap 2017/18: -9.3% 2018/19: -4.5% 2019/20: -7.7% 2020/21: -12.1% 2021/22: -17.3% 2022/23: -15.26% 2023/24: -15.98% 2024/25: -12.8% 2025/26: -7.21% Mean gap 2017/18: -3.7% 2018/19: -17% 2019/20: -13.5% 2020/21: -7.3% 2021/22: -14.6% 2022/23: -5.63% 2023/24: 32.76% 2024/25: -8.44% 2025/26: -5.37% Median bonus gap

The gap has narrowed since the -14.8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -5.61% -7.21% -5.37% 19.05% 16.67%
2024/25 -6.13% -12.8% -8.44% 22% 15%
2023/24 -12.77% -15.98% 32.76% 19% 10%
2022/23 -5.73% -15.26% -5.63% 16% 22%
2021/22 -32.9% -17.3% -14.6% 23% 3%
2020/21 -8.6% -12.1% -7.3% 23% 12%
2019/20 -10.1% -7.7% -13.5% 23% 14%
2018/19 -11.6% -4.5% -17% 23% 17%
2017/18 -14.8% -9.3% -3.7% 21% 2%

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.