CompaniesInTheUK

LINDAB LIMITED

Company number 01641399 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 27.7% higher than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 13% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of basic metals it is in the bottom 10% of 32 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.

-40% -20% 0 +20% +40% +60% +80% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -25.1% 2018/19: -17.5% 2020/21: -22% 2021/22: -15.4% 2022/23: -12% 2023/24: -13.1% 2024/25: -10.3% 2025/26: -27.7% Median gap 2017/18: -7% 2018/19: -6.5% 2020/21: -5.6% 2021/22: -2% 2022/23: -0.9% 2023/24: -3.47% 2024/25: -2.6% 2025/26: -5.8% Mean gap 2017/18: 78.3% 2018/19: 70.6% 2020/21: 53.6% 2022/23: 66.4% 2023/24: 77.16% 2024/25: 71.2% 2025/26: 49.8% Median bonus gap

The gap has widened since the -25.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -27.7% -5.8% 49.8% 25.8% 13.4%
2024/25 -10.3% -2.6% 71.2% 20.9% 10.3%
2023/24 -13.1% -3.47% 77.16% 19.72% 8.57%
2022/23 -12% -0.9% 66.4% 18.3% 8.6%
2021/22 -15.4% -2% — 20% 12%
2020/21 -22% -5.6% 53.6% 28.6% 2.8%
2018/19 -17.5% -6.5% 70.6% 21.3% 8%
2017/18 -25.1% -7% 78.3% 17.8% 8.1%

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.