CompaniesInTheUK

THYSSENKRUPP MATERIALS (UK) LIMITED

Company number 00645702 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 11.2% higher than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 44% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within wholesale trade, except of motor vehicles and motorcycles it is around the middle of the pack of 361 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.

-40% -20% 0 +20% +40% +60% +80% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -12.6% 2018/19: -12% 2019/20: -3.4% 2020/21: -3.4% 2021/22: -15.8% 2022/23: -21.92% 2023/24: -18.25% 2024/25: -25.26% 2025/26: -11.2% Median gap 2017/18: -0.4% 2018/19: -0.6% 2019/20: -0.2% 2020/21: -0.2% 2021/22: -0.1% 2022/23: -4.87% 2023/24: -1.59% 2024/25: -4.19% 2025/26: -3.1% Mean gap 2017/18: 14.3% 2018/19: -10% 2019/20: 1.2% 2020/21: 1.2% 2021/22: 60.3% 2022/23: 0% 2023/24: -14% 2024/25: -18.92% 2025/26: -16.34% Median bonus gap

The gap has narrowed since the -12.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -11.2% -3.1% -16.34% 31% 23.1%
2024/25 -25.26% -4.19% -18.92% 31.3% 17.2%
2023/24 -18.25% -1.59% -14% 28.1% 16.5%
2022/23 -21.92% -4.87% 0% 26.5% 15.9%
2021/22 -15.8% -0.1% 60.3% 21.8% 10.8%
2020/21 -3.4% -0.2% 1.2% 27.9% 15.5%
2019/20 -3.4% -0.2% 1.2% 27.9% 15.5%
2018/19 -12% -0.6% -10% 25% 14%
2017/18 -12.6% -0.4% 14.3% 25.6% 13.4%

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.