CompaniesInTheUK

TRANT ENGINEERING LIMITED

Company number 00769274 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 23.5% lower than men's (500 to 999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 18% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within civil engineering it is around the middle of the pack of 76 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.

-1400% -1200% -1000% -800% -600% -400% -200% 0 +200% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 24.6% 2018/19: 18.9% 2020/21: 40.4% 2021/22: 22.3% 2022/23: 22% 2023/24: 22.1% 2024/25: 21.9% 2025/26: 23.5% Median gap 2017/18: 20.4% 2018/19: 15.7% 2020/21: 32.7% 2021/22: 19.2% 2022/23: 19.3% 2023/24: 20% 2024/25: 19.3% 2025/26: 14.5% Mean gap 2017/18: 50% 2018/19: 40% 2020/21: 20% 2021/22: 57.8% 2022/23: -1342% 2023/24: 47.2% 2024/25: 3.7% 2025/26: -15.6% Median bonus gap

The gap has narrowed since the 24.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 23.5% 14.5% -15.6% 10.5% 37.6%
2024/25 21.9% 19.3% 3.7% 11.33% 41.72%
2023/24 22.1% 20% 47.2% 9.7% 39.16%
2022/23 22% 19.3% -1342% 10.2% 37%
2021/22 22.3% 19.2% 57.8% 7.6% 36.7%
2020/21 40.4% 32.7% 20% 5.4% 46.5%
2018/19 18.9% 15.7% 40% 6.9% 28.1%
2017/18 24.6% 20.4% 50% 7.6% 30.8%

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.