Linpac Group Limited

United Kingdom · 250-499

Reporting year: 2022

Mean pay gap

-93.5%

93.5%in favour of women

Median pay gap

1%in favour of men

Bonus gap

-109.5%

109.5%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

29%

71%

Upper middle

11%

89%

Lower middle

18%

82%

Lower (lowest paid)

26%

74%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

47.5%

47.5%in favour of men

Median pay gap

35.6%

35.6%in favour of men

Bonus gap

74.7%

74.7%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

30.8%

69.2%

Upper middle

41.7%

58.3%

Lower middle

15.4%

84.6%

Lower (lowest paid)

61.5%

38.5%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

55.7%

55.7%in favour of men

Median pay gap

44.2%

44.2%in favour of men

Bonus gap

72.9%

72.9%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

15%

85%

Upper middle

31%

69%

Lower middle

29%

71%

Lower (lowest paid)

54%

46%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

42.2%

42.2%in favour of men

Median pay gap

34.6%

34.6%in favour of men

Bonus gap

68.6%

68.6%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

15%

85%

Upper middle

23%

77%

Lower middle

40%

60%

Lower (lowest paid)

43%

57%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service