CompaniesInTheUK

RYDER ARCHITECTURE LIMITED

Company number 01852938 ·

Active

Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 14.7% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 29% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within architectural and engineering activities; technical testing and analysis it is around the middle of the pack of 88 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.

-5% 0 +5% +10% +15% +20% +25% +30% 2022/23 2023/24 2024/25 2025/26 2026/27 2022/23: 15.5% 2023/24: 16.3% 2024/25: 21.5% 2025/26: 17.3% 2026/27: 14.7% Median gap 2022/23: 19.1% 2023/24: 20.1% 2024/25: 21.3% 2025/26: 16.3% 2026/27: 18.4% Mean gap 2022/23: -1.2% 2023/24: 1.9% 2024/25: 28.2% 2025/26: 20.3% 2026/27: 11.2% Median bonus gap

The gap has narrowed since the 15.5% reported for 2022/23.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2026/27 14.7% 18.4% 11.2% 31.7% 60.3%
2025/26 17.3% 16.3% 20.3% 28.9% 51.9%
2024/25 21.5% 21.3% 28.2% 21.6% 52.7%
2023/24 16.3% 20.1% 1.9% 17.9% 52.9%
2022/23 15.5% 19.1% -1.2% 23.1% 51.5%

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.