CompaniesInTheUK

RINGWAY INFRASTRUCTURE SERVICES LIMITED

Company number 02756434 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 24.3% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 17% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within civil engineering it is around the middle of the pack of 76 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.

-10% -5% 0 +5% +10% +15% +20% +25% +30% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 11.4% 2018/19: 12.9% 2019/20: 11.8% 2020/21: 13.1% 2021/22: 15.3% 2022/23: 7.8% 2023/24: 12.14% 2024/25: 24.5% 2025/26: 24.3% Median gap 2017/18: 7.9% 2018/19: 8.8% 2019/20: 9.4% 2020/21: 7.8% 2021/22: 8.7% 2022/23: 3.7% 2023/24: 10.15% 2024/25: 16.8% 2025/26: 15.2% Mean gap 2017/18: 17.1% 2018/19: -6.8% 2019/20: 22.1% 2020/21: 9.6% 2021/22: 21.7% 2022/23: 25.4% 2023/24: 16.17% 2024/25: 17.8% 2025/26: -1.2% Median bonus gap

The gap has widened since the 11.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 24.3% 15.2% -1.2% 6.7% 31.1%
2024/25 24.5% 16.8% 17.8% 8.1% 30.9%
2023/24 12.14% 10.15% 16.17% 8.65% 21.33%
2022/23 7.8% 3.7% 25.4% 12.3% 19.6%
2021/22 15.3% 8.7% 21.7% 8.6% 24.2%
2020/21 13.1% 7.8% 9.6% 8% 21.6%
2019/20 11.8% 9.4% 22.1% 6.8% 18%
2018/19 12.9% 8.8% -6.8% 3.7% 22.6%
2017/18 11.4% 7.9% 17.1% 7.1% 12.4%

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.