CompaniesInTheUK

WORKWELL SOLUTIONS LIMITED

Company number 04620624 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 26.01% higher than men's (5000 to 19,999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 14% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within other professional, scientific and technical services it is in the bottom quarter of 146 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.

-100% -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: -85.2% 2018/19: -57.1% 2019/20: -18.1% 2020/21: -10.1% 2021/22: -16.6% 2022/23: -39.2% 2023/24: -48.9% 2024/25: -44.8% 2025/26: -26.01% Median gap 2017/18: -66.5% 2018/19: -43.5% 2019/20: -31.8% 2020/21: -11.8% 2021/22: -19.5% 2022/23: -18.7% 2023/24: -19.7% 2024/25: -23.5% 2025/26: -3.59% Mean gap 2017/18: 0% 2018/19: 37.7% 2019/20: 40.7% 2021/22: 26.4% 2022/23: -29% 2023/24: 16% 2024/25: 0.7% 2025/26: 23.7% Median bonus gap

The gap has narrowed since the -85.2% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -26.01% -3.59% 23.7% 22.8% 15.6%
2024/25 -44.8% -23.5% 0.7% 35.3% 12%
2023/24 -48.9% -19.7% 16% 38.1% 15.7%
2022/23 -39.2% -18.7% -29% 36% 17.6%
2021/22 -16.6% -19.5% 26.4% 32.5% 18.6%
2020/21 -10.1% -11.8% — 25.8% 13%
2019/20 -18.1% -31.8% 40.7% 14.1% 6.4%
2018/19 -57.1% -43.5% 37.7% 14.2% 2.4%
2017/18 -85.2% -66.5% 0% 18.8% 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.