CompaniesInTheUK

SCOTT TIMBER LIMITED

Company number SC105196 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.1% lower than men's (500 to 999 employees).

That puts it in the top 10% for pay parity — closer to an equal median than 90% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-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.

-1750% -1500% -1250% -1000% -750% -500% -250% 0 +250% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -7% 2018/19: -9% 2019/20: -2% 2020/21: -71% 2021/22: -32.4% 2022/23: -16.8% 2023/24: -5.1% 2024/25: 1% 2025/26: 0.1% Median gap 2017/18: -3.3% 2018/19: -12% 2019/20: -4.4% 2020/21: -45.2% 2021/22: -25.6% 2022/23: -57.2% 2023/24: 0.6% 2024/25: -17.4% 2025/26: 24.9% Mean gap 2017/18: -1566.7% 2018/19: -694% 2019/20: -1007.7% 2020/21: -510.5% 2021/22: 0% 2022/23: -43.3% 2023/24: 1.2% 2024/25: 79.6% 2025/26: -56.9% Median bonus gap

The gap has narrowed since the -7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 0.1% 24.9% -56.9% 14.4% 11.3%
2024/25 1% -17.4% 79.6% 12.2% 6.7%
2023/24 -5.1% 0.6% 1.2% 10.9% 10.1%
2022/23 -16.8% -57.2% -43.3% 14.2% 3.5%
2021/22 -32.4% -25.6% 0% 18.1% 4.7%
2020/21 -71% -45.2% -510.5% 24% 2.7%
2019/20 -2% -4.4% -1007.7% 10.1% 9.5%
2018/19 -9% -12% -694% 13% 5%
2017/18 -7% -3.3% -1566.7% 12% 2%

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.