CompaniesInTheUK

IGLU.COM LIMITED

Company number 03629676 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 23.6% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 18% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within travel agency, tour operator and other reservation services it is around the middle of the pack of 35 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.

0 +20% +40% +60% +80% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 42.9% 2018/19: 19.8% 2019/20: 15.9% 2020/21: 13.8% 2021/22: 30.3% 2022/23: 24% 2023/24: 20% 2024/25: 14.7% 2025/26: 23.6% Median gap 2017/18: 38.1% 2018/19: 22% 2019/20: 22% 2020/21: 11.4% 2021/22: 15.9% 2022/23: 14.4% 2023/24: 15.2% 2024/25: 15.4% 2025/26: 19.3% Mean gap 2017/18: 82.2% 2018/19: 60% 2019/20: 80% 2020/21: 81.1% 2021/22: 38.4% 2022/23: 89.8% 2023/24: 52.2% 2024/25: 42.4% 2025/26: 20.1% Median bonus gap

The gap has narrowed since the 42.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 23.6% 19.3% 20.1% 41.9% 69.1%
2024/25 14.7% 15.4% 42.4% 41.4% 69.3%
2023/24 20% 15.2% 52.2% 39.3% 25%
2022/23 24% 14.4% 89.8% 37.3% 58.3%
2021/22 30.3% 15.9% 38.4% — —
2020/21 13.8% 11.4% 81.1% 43.9% 63.4%
2019/20 15.9% 22% 80% 41% 64%
2018/19 19.8% 22% 60% 40.2% 60.2%
2017/18 42.9% 38.1% 82.2% 33% 69%

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.