CompaniesInTheUK

AMWINS GLOBAL RISKS GROUP LIMITED

Company number 01514749 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 49% lower than men's (500 to 999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 1% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within activities of head offices; management consultancies it is in the bottom 10% of 323 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 +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 2017/18: 40.4% 2018/19: 38.8% 2019/20: 39.7% 2020/21: 41.2% 2021/22: 41% 2022/23: 35.8% 2023/24: 37.4% 2024/25: 43% 2025/26: 49% Median gap 2017/18: 41.6% 2018/19: 41.4% 2019/20: 41.9% 2020/21: 43.3% 2021/22: 49.7% 2022/23: 42.6% 2023/24: 43.7% 2024/25: 46% 2025/26: 69% Mean gap 2017/18: 33.3% 2018/19: 63% 2019/20: 57.5% 2020/21: 66% 2021/22: 58.3% 2022/23: 55.2% 2023/24: 50% 2024/25: 66.67% 2025/26: 66.7% Median bonus gap

The gap has widened since the 40.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 49% 69% 66.7% 16% 56%
2024/25 43% 46% 66.67% 12.57% 59.2%
2023/24 37.4% 43.7% 50% 15% 59%
2022/23 35.8% 42.6% 55.2% 15.2% 57.6%
2021/22 41% 49.7% 58.3% 17% 58%
2020/21 41.2% 43.3% 66% 15.6% 60.5%
2019/20 39.7% 41.9% 57.5% 13% 57%
2018/19 38.8% 41.4% 63% 15% 54%
2017/18 40.4% 41.6% 33.3% 14% 51%

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.