CompaniesInTheUK

JEMELLA LIMITED

Company number 04115691 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 23.2% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 19% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within wholesale trade, except of motor vehicles and motorcycles it is in the bottom 10% of 361 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 53 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 126 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 554 employers 0.0% to 2.5%: 1,894 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%: 579 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%: 389 employers 22.5% to 25.0%: 357 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 9,656 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.

-75% -50% -25% 0 +25% +50% +75% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 30.6% 2018/19: 31.6% 2019/20: 21.5% 2020/21: 39.7% 2021/22: 31% 2022/23: 34% 2023/24: 20% 2024/25: 30.2% 2025/26: 23.2% Median gap 2017/18: 38.1% 2018/19: 35.4% 2019/20: 34.9% 2020/21: 42.9% 2021/22: 35% 2022/23: 35% 2023/24: 26% 2024/25: 30.3% 2025/26: 16.4% Mean gap 2017/18: -71.5% 2018/19: 0% 2019/20: 8.7% 2020/21: 67.2% 2021/22: 63% 2022/23: 53% 2023/24: 73% 2024/25: 45.9% 2025/26: 0.6% Median bonus gap

The gap has narrowed since the 30.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 23.2% 16.4% 0.6% 65.3% 93.7%
2024/25 30.2% 30.3% 45.9% 46.5% 90.7%
2023/24 20% 26% 73% 49% 87%
2022/23 34% 35% 53% 49% 92%
2021/22 31% 35% 63% 44% 88%
2020/21 39.7% 42.9% 67.2% 38.4% 93.3%
2019/20 21.5% 34.9% 8.7% 42.6% 82.6%
2018/19 31.6% 35.4% 0% 47.4% 86.8%
2017/18 30.6% 38.1% -71.5% 45.5% 80.6%

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.