CompaniesInTheUK

SIMPSON MILLAR LLP

Company number OC313936 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 29% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 11% 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.

0 +10% +20% +30% +40% +50% +60% +70% +80% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 24.7% 2018/19: 35.2% 2019/20: 31.1% 2020/21: 23.9% 2021/22: 23.5% 2022/23: 34.32% 2023/24: 32.9% 2024/25: 29% 2025/26: 29% Median gap 2017/18: 26.9% 2018/19: 34.5% 2019/20: 33.3% 2020/21: 32.9% 2021/22: 31.6% 2022/23: 29.05% 2023/24: 23.9% 2024/25: 26% 2025/26: 28.5% Mean gap 2017/18: 48.3% 2018/19: 53.3% 2019/20: 13.6% 2020/21: 32.1% 2021/22: 31.4% 2022/23: 76% 2023/24: 49% 2024/25: 74% 2025/26: 41.6% Median bonus gap

The gap has widened since the 24.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 29% 28.5% 41.6% 41% 83%
2024/25 29% 26% 74% 46% 76%
2023/24 32.9% 23.9% 49% 43% 75%
2022/23 34.32% 29.05% 76% 49% 82%
2021/22 23.5% 31.6% 31.4% 49.6% 75%
2020/21 23.9% 32.9% 32.1% 49.5% 73%
2019/20 31.1% 33.3% 13.6% 44.3% 72.1%
2018/19 35.2% 34.5% 53.3% 39.8% 67%
2017/18 24.7% 26.9% 48.3% 42.9% 66.7%

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.