CompaniesInTheUK

NUCLEUS (GB) LIMITED

Company number 04546362 ·

Active

Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 0.24% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 81% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within food and beverage services it is around the middle of the pack of 369 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% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2026/27 2017/18: 0.6% 2018/19: 0% 2019/20: -1% 2020/21: -1.4% 2021/22: 0% 2022/23: 0% 2023/24: -3% 2024/25: -1.72% 2025/26: -1.26% 2026/27: -0.24% Median gap 2017/18: 2.8% 2018/19: 9.3% 2019/20: 4.2% 2020/21: -0.7% 2021/22: 0% 2022/23: 0.1% 2023/24: -2% 2024/25: -2.04% 2025/26: -1.87% 2026/27: -2.16% Mean gap 2017/18: 15.3% 2018/19: 29.4% 2019/20: 40% 2020/21: 100% 2021/22: 9% 2022/23: 9.09% 2023/24: 100% 2024/25: -33.33% 2025/26: -20% 2026/27: 11.75% Median bonus gap

The gap has narrowed since the 0.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2026/27 -0.24% -2.16% 11.75% 48% 48%
2025/26 -1.26% -1.87% -20% 52% 51%
2024/25 -1.72% -2.04% -33.33% 52% 52%
2023/24 -3% -2% 100% 57% 54%
2022/23 0% 0.1% 9.09% 57% 54%
2021/22 0% 0% 9% 58% 65%
2020/21 -1.4% -0.7% 100% 64% 61%
2019/20 -1% 4.2% 40% 62% 62%
2018/19 0% 9.3% 29.4% 60% 62%
2017/18 0.6% 2.8% 15.3% 59% 61%

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.