CompaniesInTheUK

HIGHLAND SPRING LIMITED

Company number SC067339 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 6.3% higher than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 58% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of beverages it is around the middle of the pack of 57 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: -9.6% 2018/19: -2.1% 2019/20: -6.6% 2020/21: -6.1% 2021/22: -13.1% 2022/23: -32% 2023/24: -3% 2024/25: -5.7% 2025/26: -6.3% Median gap 2017/18: -15.1% 2018/19: -7.2% 2019/20: -3.3% 2020/21: -3.2% 2021/22: -17.3% 2022/23: -28% 2023/24: -13% 2024/25: -4.5% 2025/26: -5% Mean gap 2017/18: -0.4% 2018/19: 36.5% 2019/20: 36.5% 2020/21: 0% 2021/22: 0% 2022/23: 0% 2023/24: 0.8% 2024/25: 0.2% 2025/26: -1.8% Median bonus gap

The gap has narrowed since the -9.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -6.3% -5% -1.8% 35% 17%
2024/25 -5.7% -4.5% 0.2% 33% 18.3%
2023/24 -3% -13% 0.8% 33.6% 19%
2022/23 -32% -28% 0% 32% 10%
2021/22 -13.1% -17.3% 0% 34.5% 16.1%
2020/21 -6.1% -3.2% 0% 22.4% 15.3%
2019/20 -6.6% -3.3% 36.5% 20.8% 17.9%
2018/19 -2.1% -7.2% 36.5% 22.1% 18.9%
2017/18 -9.6% -15.1% -0.4% 26.2% 13.4%

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.