CompaniesInTheUK

RLC (UK) LIMITED

Company number 01195730 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 69% higher than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 0% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of fabricated metal products, except machinery and equipment it is in the bottom 10% of 102 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.

-500% -400% -300% -200% -100% 0 +100% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 22.7% 2018/19: 20% 2020/21: -53.1% 2021/22: -121.5% 2022/23: -63.6% 2023/24: -55.8% 2024/25: -73.1% 2025/26: -69% Median gap 2017/18: 16.3% 2018/19: 18.1% 2020/21: -4.2% 2021/22: -40.9% 2022/23: -33.7% 2023/24: -33% 2024/25: -43.5% 2025/26: -36.5% Mean gap 2017/18: 0% 2018/19: -439.1% 2020/21: -91.7% 2021/22: 0% 2022/23: 0% 2024/25: 66.7% 2025/26: 59.8% Median bonus gap

The gap has widened since the 22.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -69% -36.5% 59.8% 18.7% 5.6%
2024/25 -73.1% -43.5% 66.7% 18.5% 3.1%
2023/24 -55.8% -33% — 14% 2.5%
2022/23 -63.6% -33.7% 0% 14% 7%
2021/22 -121.5% -40.9% 0% — —
2020/21 -53.1% -4.2% -91.7% 9.4% 5.9%
2018/19 20% 18.1% -439.1% 5.3% 17.1%
2017/18 22.7% 16.3% 0% 6.3% 20.3%

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.