CompaniesInTheUK

LOOP CUSTOMER MANAGEMENT LIMITED

Company number 03816217 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 3.4% higher than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 70% 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 around the middle of the pack 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.

-5% 0 +5% +10% +15% +20% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -2% 2018/19: -0.9% 2019/20: -2.5% 2020/21: -1.3% 2021/22: -1.5% 2022/23: -1.9% 2023/24: -3.2% 2024/25: -4% 2025/26: -3.4% Median gap 2017/18: 5.5% 2018/19: 6.2% 2019/20: 7.1% 2020/21: 6% 2021/22: 7.5% 2022/23: 5.4% 2023/24: 3.8% 2024/25: 2.5% 2025/26: 0.7% Mean gap 2017/18: 16.2% 2018/19: 9% 2019/20: 14% 2020/21: 10.8% 2021/22: 11% 2022/23: 0% 2023/24: 8.4% 2024/25: 15% 2025/26: 9.2% Median bonus gap

The gap has widened since the -2% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -3.4% 0.7% 9.2% 64.9% 48.9%
2024/25 -4% 2.5% 15% 67.2% 61.1%
2023/24 -3.2% 3.8% 8.4% 65.3% 63.9%
2022/23 -1.9% 5.4% 0% 65.6% 72.2%
2021/22 -1.5% 7.5% 11% 61.3% 72%
2020/21 -1.3% 6% 10.8% 64.7% 63.3%
2019/20 -2.5% 7.1% 14% 64.3% 66.7%
2018/19 -0.9% 6.2% 9% 61.2% 65.7%
2017/18 -2% 5.5% 16.2% 60.3% 62.1%

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.