ROLLS-ROYCE PLC
ROLLS-ROYCE PLC has submitted data every year since 2017. 1 of 9 submissions were filed after the deadline.
This company has been viewed 1 time in the last 30 days.
Last submission received on Thursday, 5 Mar 2026 at 12:12 UTC.
Overall workforce composition
Deviation from a 50:50 gender split, averaged across all four pay quartiles per year. 0% represents an equal split of men and women; positive values mean more women, negative means fewer women.
Hourly pay gap over time
Positive values indicate women's hourly pay is lower than men's by that percentage. A value of 0 indicates equal pay; negative values indicate women earn more.
Pay quartile breakdown
Each band shows the percentage of that quartile that is male vs female.
Lower quartile bottom 25% of earners
Lower-middle quartile 25–50th percentile
Upper-middle quartile 50–75th percentile
Top quartile top 25% of earners
Bonus pay
Percentage of each gender who received a bonus payment.
Bonus pay gap — positive values indicate women's bonus pay is lower than men's.
Year by year
Each year's submission in full. Most recent year shown first.
2025 Mean pay gap 1.2%
Submitted on Thursday, 5 Mar 2026 at 12:12 UTC.
In this organisation, women earned 97p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 1.1% higher than men's.
Women made up 19.0% of the highest paid quarter and 26.0% of the lowest paid quarter.
Pay quartile breakdown
2024 Mean pay gap -1.7%
Submitted on Thursday, 3 Apr 2025 at 10:01 UTC.
In this organisation, women earned 98p for every £1 that men earned when comparing median hourly pay.
Women made up 19.0% of the highest paid quarter and 24.0% of the lowest paid quarter.
Pay quartile breakdown
2023 Mean pay gap -1.4%
Submitted on Tuesday, 27 Feb 2024 at 16:10 UTC.
In this organisation, women earned 98p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 4.7% higher than men's.
Women made up 20.0% of the highest paid quarter and 24.0% of the lowest paid quarter.
Pay quartile breakdown
2022 Mean pay gap -0.8%
Submitted on Thursday, 2 Feb 2023 at 12:13 UTC.
In this organisation, women earned 98p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 1.0% higher than men's.
Women made up 19.0% of the highest paid quarter and 23.0% of the lowest paid quarter.
Pay quartile breakdown
2021 Mean pay gap 0.7% Late submission
Submitted on Thursday, 14 Apr 2022 at 11:21 UTC.
In this organisation, women earned 97p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 24.1% lower than men's.
Women made up 18.0% of the highest paid quarter and 25.0% of the lowest paid quarter.
Pay quartile breakdown
2020 Mean pay gap 0.1%
Submitted on Thursday, 4 Mar 2021 at 10:43 UTC.
In this organisation, women earned 97p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 1.3% lower than men's.
Women made up 17.0% of the highest paid quarter and 22.0% of the lowest paid quarter.
Pay quartile breakdown
2019 Mean pay gap 5.7%
Submitted on Friday, 20 Dec 2019 at 15:34 UTC.
In this organisation, women earned 93p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 13.3% lower than men's.
Women made up 14.0% of the highest paid quarter and 25.0% of the lowest paid quarter.
Pay quartile breakdown
2018 Mean pay gap 4.9%
Submitted on Wednesday, 19 Dec 2018 at 15:45 UTC.
In this organisation, women earned 93p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 8.3% lower than men's.
Women made up 15.0% of the highest paid quarter and 24.0% of the lowest paid quarter.
Pay quartile breakdown
2017 Mean pay gap 6.3%
Submitted on Thursday, 2 Nov 2017 at 12:42 UTC.
In this organisation, women earned 94p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 7.4% lower than men's.
Women made up 14.0% of the highest paid quarter and 24.0% of the lowest paid quarter.
Pay quartile breakdown