CompaniesInTheUK

RALPH TRUSTEES LIMITED

Company number 00872008 ·

Active

Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 0.5% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 78% of the 9,642 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 529 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.

-10% 0 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2026/27 2017/18: 0% 2018/19: 0.4% 2020/21: -1.2% 2021/22: -0.3% 2022/23: 2.7% 2023/24: -4.1% 2024/25: 0% 2025/26: -1.8% 2026/27: -0.5% Median gap 2017/18: 9.2% 2018/19: 8% 2020/21: 7.2% 2021/22: 7.1% 2022/23: 7% 2023/24: 9.5% 2024/25: 5.3% 2025/26: 10.2% 2026/27: 10% Mean gap 2017/18: 48.8% 2018/19: 43.9% 2020/21: 50.7% 2022/23: -0.6% 2023/24: 36.6% 2024/25: 19.2% 2025/26: 43.5% 2026/27: 64.5% 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
2026/27 -0.5% 10% 64.5% 50% 46.8%
2025/26 -1.8% 10.2% 43.5% 49.2% 39.1%
2024/25 0% 5.3% 19.2% 48.5% 39.4%
2023/24 -4.1% 9.5% 36.6% 45.8% 41.7%
2022/23 2.7% 7% -0.6% 46.2% 71.2%
2021/22 -0.3% 7.1% — 44.7% 47%
2020/21 -1.2% 7.2% 50.7% 53% 57%
2018/19 0.4% 8% 43.9% 46.2% 95.3%
2017/18 0% 9.2% 48.8% 47.1% 89.5%

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.