CompaniesInTheUK

TILDA LIMITED

Company number 00990202 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 4.58% 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 65% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of food products it is around the middle of the pack of 266 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.

-15% -10% -5% 0 +5% +10% +15% +20% +25% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -1.5% 2018/19: 7.8% 2020/21: 10.7% 2021/22: 10.7% 2022/23: 6.9% 2023/24: 5.9% 2024/25: 3.7% 2025/26: -4.58% Median gap 2017/18: 7.9% 2018/19: 11.9% 2020/21: 12.7% 2021/22: 12.1% 2022/23: 12.6% 2023/24: 10.7% 2024/25: 16.7% 2025/26: 1.73% Mean gap 2017/18: 23.5% 2018/19: -13.4% 2020/21: 4.7% 2021/22: 4.7% 2022/23: 1% 2023/24: -3.7% 2024/25: 6.2% 2025/26: 0% Median bonus gap

The gap has widened since the -1.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -4.58% 1.73% 0% 30% 30.43%
2024/25 3.7% 16.7% 6.2% 20.9% 39.7%
2023/24 5.9% 10.7% -3.7% 21.5% 39.4%
2022/23 6.9% 12.6% 1% 28.3% 43.3%
2021/22 10.7% 12.1% 4.7% 26.4% 37.7%
2020/21 10.7% 12.7% 4.7% 26.4% 37.7%
2018/19 7.8% 11.9% -13.4% 24% 44%
2017/18 -1.5% 7.9% 23.5% 25% 26%

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.