JTL
JTL has submitted data every year since 2017, with all 9 submissions on time.
This company has been viewed 0 times in the last 30 days.
Last submission received on Friday, 20 Mar 2026 at 12:48 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 13.0%
Submitted on Friday, 20 Mar 2026 at 12:48 UTC.
In this organisation, women earned 79p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 33.5% lower than men's.
Women made up 19.4% of the highest paid quarter and 55.3% of the lowest paid quarter.
Pay quartile breakdown
2024 Mean pay gap 16.2%
Submitted on Thursday, 3 Apr 2025 at 09:25 UTC.
In this organisation, women earned 62p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 2.2% lower than men's.
Women made up 17.3% of the highest paid quarter and 57.6% of the lowest paid quarter.
Pay quartile breakdown
2023 Mean pay gap 17.0%
Submitted on Friday, 8 Dec 2023 at 19:27 UTC.
In this organisation, women earned 74p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 11.1% lower than men's.
Women made up 19.8% of the highest paid quarter and 70.5% of the lowest paid quarter.
Pay quartile breakdown
2022 Mean pay gap 20.3%
Submitted on Monday, 9 Jan 2023 at 20:22 UTC.
In this organisation, women earned 72p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 16.1% higher than men's.
Women made up 20.2% of the highest paid quarter and 72.0% of the lowest paid quarter.
Pay quartile breakdown
2021 Mean pay gap 17.4%
Submitted on Friday, 2 Jul 2021 at 17:56 UTC.
In this organisation, women earned 82p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 127.8% higher than men's.
Women made up 15.5% of the highest paid quarter and 58.3% of the lowest paid quarter.
Pay quartile breakdown
2020 Mean pay gap 17.5%
Submitted on Thursday, 24 Jun 2021 at 19:33 UTC.
In this organisation, women earned 81p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 82.8% lower than men's.
Women made up 14.6% of the highest paid quarter and 60.0% of the lowest paid quarter.
Pay quartile breakdown
2019 Mean pay gap 17.7%
Submitted on Friday, 13 Mar 2020 at 19:35 UTC.
In this organisation, women earned 82p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 74.6% lower than men's.
Women made up 14.8% of the highest paid quarter and 54.7% of the lowest paid quarter.
Pay quartile breakdown
2018 Mean pay gap 17.9%
Submitted on Wednesday, 13 Mar 2019 at 09:09 UTC.
In this organisation, women earned 73p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 61.5% lower than men's.
Women made up 11.7% of the highest paid quarter and 42.1% of the lowest paid quarter.
Pay quartile breakdown
2017 Mean pay gap 23.1%
Submitted on Wednesday, 28 Mar 2018 at 17:18 UTC.
In this organisation, women earned 73p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 7.7% lower than men's.
Women made up 11.0% of the highest paid quarter and 69.0% of the lowest paid quarter.
Pay quartile breakdown