CompaniesInTheUK

LIGS LIMITED

Company number 00182469 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 27.8% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 12% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within office administrative, office support and other business support activities it is in the bottom quarter of 529 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% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 33% 2018/19: 29.2% 2019/20: 29.7% 2020/21: 24.7% 2021/22: 22% 2022/23: 28% 2023/24: 30% 2024/25: 28% 2025/26: 27.8% Median gap 2017/18: 36% 2018/19: 33.1% 2019/20: 33.1% 2020/21: 31.7% 2021/22: 30% 2022/23: 30% 2023/24: 29% 2024/25: 27% 2025/26: 27.6% Mean gap 2017/18: 57% 2018/19: 55% 2019/20: 52.9% 2020/21: 60% 2021/22: 38% 2022/23: 50% 2023/24: 50% 2024/25: 58% 2025/26: 39.7% Median bonus gap

The gap has narrowed since the 33% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 27.8% 27.6% 39.7% 27.8% 55.5%
2024/25 28% 27% 58% 26% 54%
2023/24 30% 29% 50% 25% 54%
2022/23 28% 30% 50% 24% 54%
2021/22 22% 30% 38% 25% 53%
2020/21 24.7% 31.7% 60% 24.2% 51.6%
2019/20 29.7% 33.1% 52.9% 23% 56%
2018/19 29.2% 33.1% 55% 21% 50%
2017/18 33% 36% 57% 19% 52%

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.