CompaniesInTheUK

WASSERMAN EMEA LLP

Company number OC368517 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 6% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 59% 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.

-40% -20% 0 +20% +40% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 14% 2018/19: 22.4% 2019/20: 10.4% 2020/21: 8.4% 2021/22: 9.6% 2022/23: 8% 2023/24: 10% 2024/25: 9% 2025/26: 6% Median gap 2017/18: 35% 2018/19: 34.4% 2019/20: 28.4% 2020/21: 24.4% 2021/22: 23.3% 2022/23: 24% 2023/24: 18% 2024/25: 14% 2025/26: 16% Mean gap 2017/18: -32% 2018/19: 47% 2019/20: 23.8% 2020/21: 0% 2021/22: 25% 2022/23: 33% 2023/24: 15% 2024/25: 8% 2025/26: 6% Median bonus gap

The gap has narrowed since the 14% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 6% 16% 6% 35% 43%
2024/25 9% 14% 8% 33% 39%
2023/24 10% 18% 15% 32% 39%
2022/23 8% 24% 33% 29% 37%
2021/22 9.6% 23.3% 25% 32.4% 36.5%
2020/21 8.4% 24.4% 0% — —
2019/20 10.4% 28.4% 23.8% 32.8% 41.9%
2018/19 22.4% 34.4% 47% 17.6% 41.1%
2017/18 14% 35% -32% 23% 42%

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.