CompaniesInTheUK

KRINKELS UK LIMITED

Company number 02416889 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.66% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 86% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within services to buildings and landscape activities it is around the middle of the pack of 176 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.

-3000% -2500% -2000% -1500% -1000% -500% 0 +500% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -25.6% 2018/19: -33.6% 2019/20: -33.9% 2020/21: -18.3% 2021/22: -17.6% 2022/23: -13.32% 2023/24: -12% 2024/25: -12.9% 2025/26: -0.66% Median gap 2017/18: -9.5% 2018/19: -12.6% 2019/20: -14.4% 2020/21: -1.8% 2021/22: -13.1% 2022/23: -16.08% 2023/24: 25.9% 2024/25: 21.4% 2025/26: -3.37% Mean gap 2017/18: -97.2% 2018/19: -78.6% 2019/20: -70.8% 2020/21: -95.7% 2021/22: -30.7% 2022/23: -17.6% 2023/24: -50% 2024/25: -104.4% 2025/26: -2595.42% Median bonus gap

The gap has narrowed since the -25.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -0.66% -3.37% -2595.42% 10.19% 2.9%
2024/25 -12.9% 21.4% -104.4% 10.19% 3.24%
2023/24 -12% 25.9% -50% 10.38% 3.32%
2022/23 -13.32% -16.08% -17.6% 10% 97.6%
2021/22 -17.6% -13.1% -30.7% 9.6% 0.9%
2020/21 -18.3% -1.8% -95.7% 9.6% 4%
2019/20 -33.9% -14.4% -70.8% 10.8% 2.7%
2018/19 -33.6% -12.6% -78.6% 10.5% 1.2%
2017/18 -25.6% -9.5% -97.2% 11% 2%

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.