CompaniesInTheUK

SPL POWERLINES UK LIMITED

Company number SC202412 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 13.3% 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 38% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within specialised construction activities it is around the middle of the pack of 134 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.

0 +20% +40% +60% +80% +100% 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2018/19: 18% 2020/21: 23.3% 2021/22: 22.8% 2022/23: 28.63% 2023/24: 54% 2024/25: 26% 2025/26: 13.3% Median gap 2018/19: 14% 2020/21: 21.4% 2021/22: 24% 2022/23: 23.08% 2023/24: 29.85% 2024/25: 22.49% 2025/26: 17.59% Mean gap 2018/19: 100% 2020/21: 36.5% 2021/22: 13% 2022/23: 20% 2023/24: 57% 2024/25: 44% 2025/26: 0% Median bonus gap

The gap has narrowed since the 18% reported for 2018/19.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 13.3% 17.59% 0% 10.13% 35.44%
2024/25 26% 22.49% 44% 6.33% 46.84%
2023/24 54% 29.85% 57% 6.33% 46.84%
2022/23 28.63% 23.08% 20% 5.71% 32.39%
2021/22 22.8% 24% 13% 5.4% 31.1%
2020/21 23.3% 21.4% 36.5% 7% 34%
2018/19 18% 14% 100% 26% 8%

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.