CompaniesInTheUK

SCHINDLER LTD.

Company number 00662746 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 12.81% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 40% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of machinery and equipment n.e.c. it is around the middle of the pack of 101 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.

-200% -150% -100% -50% 0 +50% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 32% 2018/19: 32% 2019/20: 38% 2020/21: 36% 2021/22: 37% 2022/23: 20.8% 2023/24: 18.6% 2024/25: 20.4% 2025/26: 12.81% Median gap 2017/18: 28% 2018/19: 13% 2019/20: 23% 2020/21: 32% 2021/22: 33% 2022/23: 21.8% 2023/24: 14.4% 2024/25: 18.8% 2025/26: 7.07% Mean gap 2017/18: 60% 2018/19: 47% 2019/20: 66% 2020/21: 52% 2021/22: 21% 2022/23: -168.8% 2023/24: -14.2% 2024/25: -58.1% 2025/26: 49.29% Median bonus gap

The gap has narrowed since the 32% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 12.81% 7.07% 49.29% 12.9% 23.3%
2024/25 20.4% 18.8% -58.1% 12% 28%
2023/24 18.6% 14.4% -14.2% 8% 27%
2022/23 20.8% 21.8% -168.8% 28% 9%
2021/22 37% 33% 21% 7% 25%
2020/21 36% 32% 52% 4% 40%
2019/20 38% 23% 66% 1% 7%
2018/19 32% 13% 47% 4% 6%
2017/18 32% 28% 60% 8% 10%

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.