CompaniesInTheUK

TRN LIMITED

Company number 04624537 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 1.33% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 81% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within food and beverage services it is around the middle of the pack of 363 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.

-20% -10% 0 +10% +20% +30% +40% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 1.1% 2018/19: -1% 2019/20: 0% 2020/21: 0% 2021/22: 0% 2022/23: 0% 2023/24: -0.69% 2024/25: -9.18% 2025/26: -1.33% Median gap 2017/18: 3.6% 2018/19: -1% 2019/20: 1% 2020/21: 0% 2021/22: 0.8% 2022/23: -1.27% 2023/24: -0.66% 2024/25: -10.43% 2025/26: -1.63% Mean gap 2017/18: 23.3% 2018/19: 22% 2019/20: 17% 2020/21: 20% 2021/22: 20% 2022/23: 20% 2023/24: 36.49% 2024/25: 0% 2025/26: -18.18% Median bonus gap

The gap has widened since the 1.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -1.33% -1.63% -18.18% 49% 34%
2024/25 -9.18% -10.43% 0% 48% 45%
2023/24 -0.69% -0.66% 36.49% 46% 39%
2022/23 0% -1.27% 20% 49% 33%
2021/22 0% 0.8% 20% 48% 48%
2020/21 0% 0% 20% — —
2019/20 0% 1% 17% 51% 28%
2018/19 -1% -1% 22% 45% 40%
2017/18 1.1% 3.6% 23.3% 42.6% 53.3%

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.