CompaniesInTheUK

RYMAN LIMITED

Company number 03007166 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 2.5% lower than men's (1000 to 4999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 74% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within retail trade, except of motor vehicles and motorcycles it is around the middle of the pack of 361 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 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%: 578 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%: 388 employers 22.5% to 25.0%: 356 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 9,642 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.

0 +25% +50% +75% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 2.6% 2018/19: 3.4% 2019/20: 3.4% 2020/21: 5.1% 2021/22: 1.9% 2022/23: 3.8% 2023/24: 3.2% 2024/25: 2.3% 2025/26: 2.5% Median gap 2017/18: 11.3% 2018/19: 10.8% 2019/20: 11.7% 2020/21: 13.7% 2021/22: 13% 2022/23: 18% 2023/24: 11.8% 2024/25: 13.1% 2025/26: 14.9% Mean gap 2017/18: 35% 2018/19: 12% 2019/20: 31% 2020/21: 18% 2021/22: 73% 2022/23: 35% 2023/24: 17% 2024/25: 48% 2025/26: 33% Median bonus gap

The gap has narrowed since the 2.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 2.5% 14.9% 33% 47% 71%
2024/25 2.3% 13.1% 48% 46% 62%
2023/24 3.2% 11.8% 17% 48% 62%
2022/23 3.8% 18% 35% 41% 65%
2021/22 1.9% 13% 73% 48% 59%
2020/21 5.1% 13.7% 18% 49% 62%
2019/20 3.4% 11.7% 31% 48% 65%
2018/19 3.4% 10.8% 12% 50% 67%
2017/18 2.6% 11.3% 35% 51% 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.