CompaniesInTheUK

RUDDING PARK LIMITED

Company number 02113492 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 2% higher than men's (250 to 499 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 77% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within accommodation it is around the middle of the pack of 178 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.

-80% -60% -40% -20% 0 +20% +40% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 8% 2018/19: 4% 2019/20: 3% 2020/21: -2% 2021/22: -1% 2022/23: 3% 2023/24: 5% 2024/25: -2% 2025/26: -2% Median gap 2017/18: 8% 2018/19: 8% 2019/20: 5% 2020/21: 5% 2021/22: 4% 2022/23: 4% 2023/24: 4% 2024/25: 3% 2025/26: 4% Mean gap 2017/18: -66.6% 2018/19: -7% 2019/20: -33% 2020/21: -3% 2021/22: 52% 2022/23: 12% 2023/24: -52% 2024/25: 11% 2025/26: 0% Median bonus gap

The gap has narrowed since the 8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -2% 4% 0% 43% 46%
2024/25 -2% 3% 11% 43% 39%
2023/24 5% 4% -52% 43% 58%
2022/23 3% 4% 12% 47% 40%
2021/22 -1% 4% 52% 29% 48%
2020/21 -2% 5% -3% 35% 41%
2019/20 3% 5% -33% 39% 56%
2018/19 4% 8% -7% 38% 51%
2017/18 8% 8% -66.6% 34% 62%

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.