CompaniesInTheUK

LWC DRINKS LIMITED

Company number 07677007 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 6.8% higher than men's (1000 to 4999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 57% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within wholesale trade, except of motor vehicles and motorcycles it is around the middle of the pack of 361 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.

-100% -80% -60% -40% -20% 0 +20% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -5.2% 2018/19: 1% 2020/21: -5.9% 2021/22: -5.5% 2022/23: -0.2% 2023/24: -1.4% 2024/25: -4.1% 2025/26: -6.8% Median gap 2017/18: 4.1% 2018/19: 6.2% 2020/21: -5.3% 2021/22: 0.3% 2022/23: 1.6% 2023/24: -3.6% 2024/25: -3.5% 2025/26: -11.7% Mean gap 2017/18: -43% 2018/19: 19% 2020/21: -81.8% 2021/22: -89.5% 2022/23: -19% 2023/24: -15.8% 2024/25: -3.3% 2025/26: -2.2% Median bonus gap

The gap has widened since the -5.2% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -6.8% -11.7% -2.2% 27.6% 18.5%
2024/25 -4.1% -3.5% -3.3% 26.6% 19.6%
2023/24 -1.4% -3.6% -15.8% 25.7% 23.1%
2022/23 -0.2% 1.6% -19% 26.4% 21.5%
2021/22 -5.5% 0.3% -89.5% 30.3% 21.3%
2020/21 -5.9% -5.3% -81.8% — —
2018/19 1% 6.2% 19% 28.3% 27.8%
2017/18 -5.2% 4.1% -43% 24% 20%

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.