CompaniesInTheUK

NUTRICIA LIMITED

Company number 00275552 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 19.5% lower 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 25% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within food and beverage services it is in the bottom 10% 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.

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: 20.6% 2018/19: 14.6% 2019/20: 14.7% 2020/21: 22.1% 2021/22: 22.4% 2022/23: 19.15% 2023/24: 23.51% 2024/25: 20.12% 2025/26: 19.5% Median gap 2017/18: 22.6% 2018/19: 24.9% 2019/20: 25.8% 2020/21: 23.7% 2021/22: 25.6% 2022/23: 23.22% 2023/24: 25.47% 2024/25: 24.29% 2025/26: 24.6% Mean gap 2017/18: 63.5% 2018/19: 36.7% 2019/20: 46.9% 2020/21: 55.1% 2021/22: 13.2% 2022/23: 47.01% 2023/24: 39.96% 2024/25: 48.65% 2025/26: 37.95% Median bonus gap

The gap has narrowed since the 20.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 19.5% 24.6% 37.95% 61.61% 83.11%
2024/25 20.12% 24.29% 48.65% 58.54% 85.03%
2023/24 23.51% 25.47% 39.96% 59.82% 87.11%
2022/23 19.15% 23.22% 47.01% 61.28% 82.2%
2021/22 22.4% 25.6% 13.2% 64% 85%
2020/21 22.1% 23.7% 55.1% 65.2% 83.2%
2019/20 14.7% 25.8% 46.9% 61.2% 82.5%
2018/19 14.6% 24.9% 36.7% 62.6% 81.7%
2017/18 20.6% 22.6% 63.5% 59.3% 79.8%

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.