CompaniesInTheUK

PRIMARK STORES LIMITED

Company number 00453448 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 1.8% lower than men's (20,000 or more employees).

That puts it in the top quarter for pay parity — closer to an equal median than 78% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within retail trade, except of motor vehicles and motorcycles it is around the middle of the pack of 363 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 +20% +40% +60% +80% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0% 2018/19: 0% 2019/20: 0% 2020/21: 15.6% 2021/22: 0% 2022/23: 1.1% 2023/24: 1.4% 2024/25: 0.8% 2025/26: 1.8% Median gap 2017/18: 15.6% 2018/19: 13.8% 2019/20: 14.7% 2020/21: 22.4% 2021/22: 17.4% 2022/23: 16.3% 2023/24: 15.2% 2024/25: 13.5% 2025/26: 14.4% Mean gap 2017/18: 16.5% 2018/19: 36.4% 2019/20: 31.9% 2020/21: 29.1% 2021/22: 90% 2022/23: 41.4% 2023/24: 31.3% 2024/25: 36.4% 2025/26: 40.3% Median bonus gap

The gap has widened since the 0% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 1.8% 14.4% 40.3% 59.7% 77.6%
2024/25 0.8% 13.5% 36.4% 59.8% 75.6%
2023/24 1.4% 15.2% 31.3% 60.7% 79.2%
2022/23 1.1% 16.3% 41.4% 61.6% 77.1%
2021/22 0% 17.4% 90% 65.8% 75.7%
2020/21 15.6% 22.4% 29.1% 35.2% 55%
2019/20 0% 14.7% 31.9% 61.8% 74.4%
2018/19 0% 13.8% 36.4% 62.9% 74.8%
2017/18 0% 15.6% 16.5% 61.7% 75.4%

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.