CompaniesInTheUK

SUE RYDER

Company number 00943228 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.23% higher than men's (1000 to 4999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 88% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within human health activities it is in the top quarter of 359 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.

-30% -20% -10% 0 +10% +20% +30% +40% +50% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -4.1% 2018/19: -4.4% 2019/20: -3.9% 2020/21: -3.8% 2021/22: -4.4% 2022/23: -2.6% 2023/24: 2% 2024/25: 0.4% 2025/26: -0.23% Median gap 2017/18: 1.4% 2018/19: 2.8% 2019/20: 3.3% 2020/21: 0.1% 2021/22: 2.3% 2022/23: 1.5% 2023/24: 3.9% 2024/25: 4.26% 2025/26: 5.4% Mean gap 2017/18: 0% 2018/19: 0.6% 2019/20: 0.6% 2022/23: -25.3% 2023/24: 0% 2024/25: 46.6% 2025/26: 50% Median bonus gap

The gap has narrowed since the -4.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -0.23% 5.4% 50% 81% 81%
2024/25 0.4% 4.26% 46.6% 82.6% 84.1%
2023/24 2% 3.9% 0% 82.8% 84.6%
2022/23 -2.6% 1.5% -25.3% 79.5% 82.6%
2021/22 -4.4% 2.3% — 84.9% 80.9%
2020/21 -3.8% 0.1% — 83.8% 77.8%
2019/20 -3.9% 3.3% 0.6% 88% 74.9%
2018/19 -4.4% 2.8% 0.6% 83.5% 74.6%
2017/18 -4.1% 1.4% 0% 87.1% 78%

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.