CompaniesInTheUK

KELLER LIMITED

Company number 00485692 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 11.67% lower 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 43% 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.

0 +10% +20% +30% +40% +50% +60% +70% +80% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 17.1% 2018/19: 13.2% 2019/20: 9.7% 2020/21: 17.6% 2021/22: 15.1% 2022/23: 30.6% 2023/24: 21.13% 2024/25: 19.67% 2025/26: 11.67% Median gap 2017/18: 28.6% 2018/19: 26.3% 2019/20: 22.4% 2020/21: 17.7% 2021/22: 23.1% 2022/23: 30.64% 2023/24: 25.57% 2024/25: 25.78% 2025/26: 16.19% Mean gap 2017/18: 48% 2018/19: 42.9% 2019/20: 79.5% 2020/21: 47.8% 2021/22: 37.9% 2022/23: 47.81% 2023/24: 47.69% 2024/25: 42% 2025/26: 53.32% Median bonus gap

The gap has narrowed since the 17.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 11.67% 16.19% 53.32% 4.1% 12.2%
2024/25 19.67% 25.78% 42% 4.4% 19.1%
2023/24 21.13% 25.57% 47.69% 4.9% 21.8%
2022/23 30.6% 30.64% 47.81% 4% 26.3%
2021/22 15.1% 23.1% 37.9% 4.7% 17.6%
2020/21 17.6% 17.7% 47.8% 6.8% 8.6%
2019/20 9.7% 22.4% 79.5% 6.5% 16.3%
2018/19 13.2% 26.3% 42.9% 4% 16.3%
2017/18 17.1% 28.6% 48% 4.2% 15.8%

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.