CompaniesInTheUK

TRINITY FIRE AND SECURITY SYSTEMS LTD

Company number 03304503 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 25.4% lower than men's (250 to 499 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 15% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within security and investigation activities it is in the bottom 10% of 55 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.

-50% -25% 0 +25% +50% +75% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 28.7% 2018/19: 25.6% 2019/20: 28.5% 2020/21: 30.4% 2021/22: 25.6% 2022/23: 31.6% 2023/24: 31.2% 2024/25: 24.4% 2025/26: 25.4% Median gap 2017/18: 31.7% 2018/19: 28.5% 2019/20: 27.5% 2020/21: 31% 2021/22: 33.4% 2022/23: 32.6% 2023/24: 34.9% 2024/25: 26.5% 2025/26: 27.3% Mean gap 2017/18: 0% 2018/19: 100% 2019/20: -43.4% 2020/21: 34% 2021/22: 36.3% 2022/23: 80.1% 2023/24: 73.9% 2024/25: 56.5% 2025/26: 62.4% Median bonus gap

The gap has narrowed since the 28.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 25.4% 27.3% 62.4% 11.7% 52.7%
2024/25 24.4% 26.5% 56.5% 9.9% 52.5%
2023/24 31.2% 34.9% 73.9% 8.8% 57.9%
2022/23 31.6% 32.6% 80.1% 7.9% 52%
2021/22 25.6% 33.4% 36.3% 7.2% 44.4%
2020/21 30.4% 31% 34% 3.2% 46.5%
2019/20 28.5% 27.5% -43.4% 2.2% 36.3%
2018/19 25.6% 28.5% 100% 2.4% 39.3%
2017/18 28.7% 31.7% 0% 1.3% 41.1%

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.