CompaniesInTheUK

JTL

Company number 03958541 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 20.7316% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 23% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-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.

-150% -100% -50% 0 +50% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 27% 2018/19: 26.6% 2019/20: 18.1% 2020/21: 19.5% 2021/22: 17.8% 2022/23: 28.5% 2023/24: 25.7% 2024/25: 37.8% 2025/26: 20.7316% Median gap 2017/18: 23.1% 2018/19: 17.9% 2019/20: 17.7% 2020/21: 17.5% 2021/22: 17.4% 2022/23: 20.3% 2023/24: 17% 2024/25: 16.2% 2025/26: 12.9905% Mean gap 2017/18: 7.7% 2018/19: 61.5% 2019/20: 74.6% 2020/21: 82.8% 2021/22: -127.8% 2022/23: -16.1% 2023/24: 11.1% 2024/25: 2.2% 2025/26: 33.51% Median bonus gap

The gap has narrowed since the 27% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 20.7316% 12.9905% 33.51% 19.3548% 55.3191%
2024/25 37.8% 16.2% 2.2% 17.3% 57.6%
2023/24 25.7% 17% 11.1% 19.8% 70.5%
2022/23 28.5% 20.3% -16.1% 20.2% 72%
2021/22 17.8% 17.4% -127.8% 15.5% 58.3%
2020/21 19.5% 17.5% 82.8% 14.6% 60%
2019/20 18.1% 17.7% 74.6% 14.8% 54.7%
2018/19 26.6% 17.9% 61.5% 11.7% 42.1%
2017/18 27% 23.1% 7.7% 11% 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.