CompaniesInTheUK

RISEDALE ESTATES LIMITED

Company number 01974198 ·

Active

Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 0.88% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 86% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within residential care activities it is around the middle of the pack of 274 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% 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 2026/27 2017/18: 8.5% 2018/19: 2.6% 2019/20: 0% 2020/21: -1% 2021/22: -1% 2022/23: 0.7% 2023/24: 0% 2024/25: 0% 2025/26: -0.64% 2026/27: -0.88% Median gap 2017/18: 10% 2018/19: 5% 2019/20: 4% 2020/21: -2% 2021/22: -2% 2022/23: 2% 2023/24: -0.47% 2024/25: -5% 2025/26: -4% 2026/27: -5% Mean gap 2017/18: 48.9% 2018/19: 32.4% 2019/20: 62% 2020/21: 40% 2021/22: 40% 2022/23: 31% 2023/24: 29.47% 2024/25: 4.59% 2025/26: 13.91% 2026/27: 33.08% Median bonus gap

The gap has narrowed since the 8.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2026/27 -0.88% -5% 33.08% 82.28% 84.91%
2025/26 -0.64% -4% 13.91% 79.55% 86.36%
2024/25 0% -5% 4.59% 79.87% 77.03%
2023/24 0% -0.47% 29.47% 78.51% 86.78%
2022/23 0.7% 2% 31% 78.5% 87%
2021/22 -1% -2% 40% 79% 96%
2020/21 -1% -2% 40% 79% 96%
2019/20 0% 4% 62% 77% 85%
2018/19 2.6% 5% 32.4% 78.3% 85.2%
2017/18 8.5% 10% 48.9% 75.7% 86.4%

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.