CompaniesInTheUK

SPRINGFIELD PROPERTIES PLC

Company number SC031286 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 5.4% 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 61% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within construction of buildings it is in the top 10% of 104 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.

-6000% -5000% -4000% -3000% -2000% -1000% 0 +1000% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 5.9% 2018/19: 13.8% 2019/20: 11.3% 2020/21: -126.1% 2021/22: 2.6% 2022/23: 16.4% 2023/24: 20.4% 2024/25: 15% 2025/26: 5.4% Median gap 2017/18: -0.1% 2018/19: 11.3% 2019/20: 6.8% 2020/21: -17.9% 2021/22: 0.5% 2022/23: 2.7% 2023/24: 5% 2024/25: 7% 2025/26: 2.5% Mean gap 2017/18: -1123.6% 2018/19: -987% 2019/20: -703.5% 2020/21: -288.4% 2021/22: -288.3% 2022/23: -462% 2023/24: -273% 2024/25: -5650% 2025/26: -120.2% Median bonus gap

The gap has narrowed since the 5.9% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 5.4% 2.5% -120.2% 18.3% 18.3%
2024/25 15% 7% -5650% 20% 27.1%
2023/24 20.4% 5% -273% 19.3% 29.4%
2022/23 16.4% 2.7% -462% 19% 26.4%
2021/22 2.6% 0.5% -288.3% 19.5% 13.8%
2020/21 -126.1% -17.9% -288.4% 5.9% 17.6%
2019/20 11.3% 6.8% -703.5% 14.2% 25.5%
2018/19 13.8% 11.3% -987% 16% 28.3%
2017/18 5.9% -0.1% -1123.6% 18% 22%

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.