CompaniesInTheUK

NCC GROUP SECURITY SERVICES LIMITED

Company number 04474600 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 26.5% lower than men's (500 to 999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 14% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is in the bottom quarter of 335 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% +70% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 34.4% 2018/19: 42.2% 2019/20: 44.9% 2020/21: 40% 2021/22: 35% 2022/23: 36% 2023/24: 29% 2024/25: 28% 2025/26: 26.5% Median gap 2017/18: 30.3% 2018/19: 41.2% 2019/20: 41.1% 2020/21: 36.7% 2021/22: 29% 2022/23: 26% 2023/24: 25% 2024/25: 26% 2025/26: 25.1% Mean gap 2017/18: 53.6% 2018/19: 57.9% 2019/20: 60.2% 2020/21: 49.2% 2021/22: 45% 2022/23: 55% 2023/24: 39% 2024/25: 45% 2025/26: 26.6% Median bonus gap

The gap has narrowed since the 34.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 26.5% 25.1% 26.6% 5.9% 32.4%
2024/25 28% 26% 45% 6.79% 29.45%
2023/24 29% 25% 39% 7.3% 26.7%
2022/23 36% 26% 55% 8.6% 31%
2021/22 35% 29% 45% 6.6% 29.6%
2020/21 40% 36.7% 49.2% 5.6% 29.4%
2019/20 44.9% 41.1% 60.2% 4.8% 35.7%
2018/19 42.2% 41.2% 57.9% 2.7% 34.8%
2017/18 34.4% 30.3% 53.6% 5.4% 18.6%

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.