CompaniesInTheUK

WILLIAM DAVIS LIMITED

Company number 00468397 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 6.3% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 58% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within construction of buildings it is in the top quarter of 104 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.

-200% -150% -100% -50% 0 +50% +100% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 24.8% 2018/19: 24.6% 2020/21: 60% 2021/22: 55% 2022/23: 53% 2023/24: 53% 2024/25: 54% 2025/26: 6.3% Median gap 2017/18: 30% 2018/19: 32.9% 2020/21: 59% 2021/22: 52% 2022/23: 51% 2023/24: 50% 2024/25: 56% 2025/26: 7.2% Mean gap 2017/18: -105% 2018/19: -168.9% 2020/21: 84% 2021/22: 58% 2022/23: 58% 2023/24: 68% 2025/26: 0% Median bonus gap

The gap has narrowed since the 24.8% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 6.3% 7.2% 0% 2% 2%
2024/25 54% 56% — 0% 10%
2023/24 53% 50% 68% 0% 5%
2022/23 53% 51% 58% 0% 6%
2021/22 55% 52% 58% 0% 5%
2020/21 60% 59% 84% 0% 7%
2018/19 24.6% 32.9% -168.9% 0% 7.6%
2017/18 24.8% 30% -105% 0% 6%

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.