LINDNER PRATER LIMITED
LINDNER PRATER LIMITED has submitted data every year since 2022, with all 3 submissions on time.
This company has been viewed 0 times in the last 30 days.
Last submission received on Tuesday, 25 Feb 2025 at 14:55 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.
2024 Mean pay gap 39.8%
Submitted on Tuesday, 25 Feb 2025 at 14:55 UTC.
In this organisation, women earned 60p for every £1 that men earned when comparing median hourly pay.
Women made up 1.6% of the highest paid quarter and 33.9% of the lowest paid quarter.
Pay quartile breakdown
2023 Mean pay gap 36.8%
Submitted on Tuesday, 26 Mar 2024 at 13:55 UTC.
In this organisation, women earned 61p for every £1 that men earned when comparing median hourly pay.
Women made up 5.3% of the highest paid quarter and 33.3% of the lowest paid quarter.
Pay quartile breakdown
2022 Mean pay gap 38.2%
Submitted on Wednesday, 1 Mar 2023 at 09:54 UTC.
In this organisation, women earned 61p for every £1 that men earned when comparing median hourly pay.
Women made up 4.0% of the highest paid quarter and 11.8% of the lowest paid quarter.
Pay quartile breakdown