CompaniesInTheUK

LAMBERT SMITH HAMPTON LIMITED

Company number 02222001 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 39.5% lower than men's (1000 to 4999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 4% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within activities of head offices; management consultancies it is in the bottom 10% of 322 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.

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: 49.7% 2018/19: 44.4% 2019/20: 45.6% 2020/21: 73.1% 2021/22: 43.6% 2022/23: 44.8% 2023/24: 41.4% 2024/25: 38.4% 2025/26: 39.5% Median gap 2017/18: 54.1% 2018/19: 42.9% 2019/20: 46.1% 2020/21: 47.9% 2021/22: 57.8% 2022/23: 44.2% 2023/24: 39.4% 2024/25: 37.5% 2025/26: 37.7% Mean gap 2017/18: 66.7% 2018/19: 76.5% 2019/20: 75.9% 2020/21: 66.7% 2021/22: 76.5% 2022/23: 57.6% 2023/24: 71.4% 2024/25: 75% 2025/26: 68.8% Median bonus gap

The gap has narrowed since the 49.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 39.5% 37.7% 68.8% 16.6% 58.3%
2024/25 38.4% 37.5% 75% 16.4% 59.7%
2023/24 41.4% 39.4% 71.4% 14.2% 54.6%
2022/23 44.8% 44.2% 57.6% 11.8% 60.4%
2021/22 43.6% 57.8% 76.5% 12.6% 59.4%
2020/21 73.1% 47.9% 66.7% 14.6% 63.2%
2019/20 45.6% 46.1% 75.9% 10.2% 61.4%
2018/19 44.4% 42.9% 76.5% 7.7% 58.5%
2017/18 49.7% 54.1% 66.7% 10.4% 62.4%

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.