CompaniesInTheUK

TESGL LIMITED

Company number 08462158 ·

Active

Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 40.9% 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 9,656 employers who reported for 2025/26. See the pay gap league table.

Within specialised construction activities it is in the bottom 10% 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 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2026/27 2017/18: 45.5% 2018/19: 42.5% 2019/20: 42.1% 2020/21: 41.4% 2021/22: 43.6% 2022/23: 41.1% 2023/24: 42.8% 2024/25: 43.2% 2025/26: 39.9% 2026/27: 40.9% Median gap 2017/18: 37.8% 2018/19: 36.3% 2019/20: 36.7% 2020/21: 33.3% 2021/22: 32.8% 2022/23: 29.5% 2023/24: 32.6% 2024/25: 38.3% 2025/26: 32.45% 2026/27: 32% Mean gap 2017/18: 38.1% 2018/19: 68.4% 2019/20: 53.4% 2020/21: 30.7% 2021/22: 30% 2022/23: 67.5% 2023/24: 41.4% 2024/25: 54.4% 2025/26: 67.89% 2026/27: 53.8% Median bonus gap

The gap has narrowed since the 45.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2026/27 40.9% 32% 53.8% 4.4% 39.1%
2025/26 39.9% 32.45% 67.89% 4.1% 37.8%
2024/25 43.2% 38.3% 54.4% 2.8% 45.2%
2023/24 42.8% 32.6% 41.4% 7.8% 50.6%
2022/23 41.1% 29.5% 67.5% 8% 50.7%
2021/22 43.6% 32.8% 30% 10% 60%
2020/21 41.4% 33.3% 30.7% 7.6% 56%
2019/20 42.1% 36.7% 53.4% 6.3% 60.9%
2018/19 42.5% 36.3% 68.4% 4.3% 58%
2017/18 45.5% 37.8% 38.1% 2.8% 57.7%

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.