CompaniesInTheUK

TAKEPAYMENTS LIMITED

Company number 03102137 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 39% lower than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 4% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is in the bottom 10% of 335 sector employers who reported.

-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 +25% +50% +75% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 17.3% 2018/19: 26.6% 2020/21: 24% 2021/22: 24% 2022/23: 28.92% 2023/24: 31.68% 2024/25: 33.61% 2025/26: 39% Median gap 2017/18: 24.4% 2018/19: 30.2% 2020/21: 27% 2021/22: 32% 2022/23: 33.71% 2023/24: 28.64% 2024/25: 35.62% 2025/26: 26% Mean gap 2017/18: 73.4% 2018/19: 65.3% 2020/21: 67% 2021/22: 55% 2022/23: 68.41% 2023/24: 53% 2024/25: 57.95% 2025/26: 50% Median bonus gap

The gap has widened since the 17.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 39% 26% 50% 23% 49%
2024/25 33.61% 35.62% 57.95% 19% 54%
2023/24 31.68% 28.64% 53% 25% 60%
2022/23 28.92% 33.71% 68.41% 24% 58%
2021/22 24% 32% 55% 26% 58%
2020/21 24% 27% 67% 26% 59%
2018/19 26.6% 30.2% 65.3% 21% 66.3%
2017/18 17.3% 24.4% 73.4% 21.5% 64.9%

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.