CompaniesInTheUK

THRINGS LLP

Company number OC342744 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 36.4% lower than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 5% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

-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.

-50% -25% 0 +25% +50% +75% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 41% 2018/19: 32% 2020/21: 3.1% 2021/22: 24% 2022/23: 32% 2023/24: 26.58% 2024/25: 36.3% 2025/26: 36.4% Median gap 2017/18: 31% 2018/19: 29% 2020/21: -4.6% 2021/22: 26% 2022/23: 33% 2023/24: 27.34% 2024/25: 32.5% 2025/26: 31.9% Mean gap 2017/18: -33% 2018/19: 70% 2020/21: 13.3% 2021/22: -44% 2022/23: 67% 2023/24: 33.33% 2024/25: 70.6% 2025/26: 60% Median bonus gap

The gap has narrowed since the 41% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 36.4% 31.9% 60% 66.7% 86.9%
2024/25 36.3% 32.5% 70.6% 62.5% 87.7%
2023/24 26.58% 27.34% 33.33% 68.52% 87.27%
2022/23 32% 33% 67% 64% 90%
2021/22 24% 26% -44% 57% 86%
2020/21 3.1% -4.6% 13.3% 68% 79%
2018/19 32% 29% 70% 51% 86%
2017/18 41% 31% -33% 53% 85%

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.