CompaniesInTheUK

MACFARLANE GROUP UK LIMITED

Company number 01630389 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.3% lower than men's (1000 to 4999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 88% of the 9,656 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 top quarter of 528 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.

-100% -80% -60% -40% -20% 0 +20% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -11.3% 2018/19: -16.5% 2019/20: -10.6% 2020/21: -10.9% 2021/22: -14.2% 2022/23: -9.4% 2023/24: -3.9% 2024/25: -1.6% 2025/26: 0.3% Median gap 2017/18: -1.3% 2018/19: 1% 2019/20: -0.2% 2020/21: 0% 2021/22: -3.2% 2022/23: 0.03% 2023/24: -0.7% 2024/25: -1.3% 2025/26: 3.9% Mean gap 2017/18: -45.5% 2018/19: -30.9% 2019/20: -98% 2020/21: -33.5% 2021/22: 4% 2022/23: -15.9% 2023/24: -27.7% 2024/25: 3.6% 2025/26: 8.4% Median bonus gap

The gap has narrowed since the -11.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 0.3% 3.9% 8.4% 33.9% 37.1%
2024/25 -1.6% -1.3% 3.6% 39.6% 33%
2023/24 -3.9% -0.7% -27.7% 38.2% 31.1%
2022/23 -9.4% 0.03% -15.9% 38.5% 29.7%
2021/22 -14.2% -3.2% 4% 39.3% 21.7%
2020/21 -10.9% 0% -33.5% 40.9% 24.2%
2019/20 -10.6% -0.2% -98% 40% 26%
2018/19 -16.5% 1% -30.9% 39% 27%
2017/18 -11.3% -1.3% -45.5% 42.5% 25%

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.