CompaniesInTheUK

RUSHCLIFFE CARE LIMITED

Company number 02753596 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.09% higher than men's (1000 to 4999 employees).

That puts it in the top 10% for pay parity — closer to an equal median than 90% 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.

-15% -12.5% -10% -7.5% -5% -2.5% 0 +2.5% +5% 2017/18 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 0.6% 2019/20: -1.3% 2020/21: 4% 2021/22: -13% 2022/23: -0.07% 2023/24: -5.46% 2024/25: 0% 2025/26: -0.09% Median gap 2017/18: 2% 2019/20: 1% 2020/21: -1% 2021/22: -3% 2022/23: 0% 2023/24: -2.4% 2024/25: 0.18% 2025/26: 1.64% Mean gap 2017/18: 0% Median bonus gap

The gap has narrowed since the 0.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -0.09% 1.64% — 65.2% 84.25%
2024/25 0% 0.18% — 70% 75%
2023/24 -5.46% -2.4% — 69.92% 77.82%
2022/23 -0.07% 0% — 75% 67%
2021/22 -13% -3% — 74% 82%
2020/21 4% -1% — 84% 78%
2019/20 -1.3% 1% — 71% 82%
2017/18 0.6% 2% 0% 72.8% 84.9%

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.