CompaniesInTheUK

UPPINGHAM SCHOOL

Company number 08013826 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 42% lower than men's (500 to 999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 3% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-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.

-200% -150% -100% -50% 0 +50% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 49.5% 2018/19: 53.5% 2019/20: 46.6% 2020/21: 46.2% 2021/22: 49.2% 2022/23: 52.5% 2023/24: 50% 2024/25: 39.7% 2025/26: 42% Median gap 2017/18: 32.6% 2018/19: 35% 2019/20: 32.7% 2020/21: 34.6% 2021/22: 36.1% 2022/23: 31.2% 2023/24: 30.4% 2024/25: 24.5% 2025/26: 25.5% Mean gap 2017/18: 0% 2018/19: 0% 2019/20: 20% 2020/21: -33.3% 2022/23: -197.4% 2023/24: 60% 2024/25: 0% 2025/26: 0% Median bonus gap

The gap has narrowed since the 49.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 42% 25.5% 0% 39.1% 75.9%
2024/25 39.7% 24.5% 0% 40.6% 78.8%
2023/24 50% 30.4% 60% 39.4% 81.1%
2022/23 52.5% 31.2% -197.4% 38.1% 78.8%
2021/22 49.2% 36.1% — 37% 89.2%
2020/21 46.2% 34.6% -33.3% 38% 92.6%
2019/20 46.6% 32.7% 20% 39% 89.8%
2018/19 53.5% 35% 0% 37.4% 90.2%
2017/18 49.5% 32.6% 0% 39% 79.3%

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.