CompaniesInTheUK

JOHNSON CONTROLS BUILDING EFFICIENCY UK LIMITED

Company number 08993483 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 19.4% lower 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 25% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within specialised construction activities it is around the middle of the pack of 135 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.

-200% -150% -100% -50% 0 +50% +100% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 20.5% 2018/19: 21.3% 2020/21: 28% 2021/22: 16.2% 2022/23: 7.4% 2023/24: 6.6% 2024/25: 8.6% 2025/26: 19.4% Median gap 2017/18: 13.4% 2018/19: 16.9% 2020/21: 26.4% 2021/22: 14.9% 2022/23: 3.7% 2023/24: 8% 2024/25: 11.2% 2025/26: 7.8% Mean gap 2017/18: -52.5% 2018/19: 54% 2020/21: -73.1% 2021/22: -17.1% 2022/23: 9.7% 2023/24: -132.1% 2024/25: -117.9% 2025/26: -151.5% Median bonus gap

The gap has narrowed since the 20.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 19.4% 7.8% -151.5% 10% 23%
2024/25 8.6% 11.2% -117.9% 14% 11%
2023/24 6.6% 8% -132.1% 12% 17%
2022/23 7.4% 3.7% 9.7% 11% 14%
2021/22 16.2% 14.9% -17.1% 8% 21%
2020/21 28% 26.4% -73.1% 4% 29%
2018/19 21.3% 16.9% 54% 8.6% 28.8%
2017/18 20.5% 13.4% -52.5% 7.6% 29.4%

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.