CompaniesInTheUK

W.H.BOWKER LIMITED

Company number 00364757 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 7% 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 56% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within land transport and transport via pipelines it is around the middle of the pack of 234 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.

-75% -50% -25% 0 +25% +50% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 1.7% 2018/19: -3.1% 2019/20: -1% 2020/21: 3.1% 2021/22: -2.2% 2022/23: 6.3% 2023/24: 6.6% 2024/25: 1.3% 2025/26: 7% Median gap 2017/18: 12.8% 2018/19: 10.6% 2019/20: 10.9% 2020/21: 13.3% 2021/22: 9.2% 2022/23: 17% 2023/24: 15.5% 2024/25: 11.1% 2025/26: 10.4% Mean gap 2017/18: 13.4% 2018/19: 44.9% 2019/20: 23.8% 2020/21: 1.4% 2021/22: -31% 2022/23: -74.1% 2023/24: 7.3% 2024/25: -46.2% 2025/26: 19.4% Median bonus gap

The gap has widened since the 1.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 7% 10.4% 19.4% 10.9% 33.1%
2024/25 1.3% 11.1% -46.2% 11.7% 26.5%
2023/24 6.6% 15.5% 7.3% 12.5% 31%
2022/23 6.3% 17% -74.1% 15.5% 27.4%
2021/22 -2.2% 9.2% -31% 13.8% 17.3%
2020/21 3.1% 13.3% 1.4% 19.5% 10.4%
2019/20 -1% 10.9% 23.8% 17.1% 12.4%
2018/19 -3.1% 10.6% 44.9% 14.3% 18.7%
2017/18 1.7% 12.8% 13.4% 13.6% 11.2%

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.