DAMARTEX UK LIMITED
DAMARTEX UK LIMITED 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 Tuesday, 17 Mar 2026 at 14:10 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 18.8%
Submitted on Tuesday, 17 Mar 2026 at 14:10 UTC.
In this organisation, women earned 91p 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 48.6% of the highest paid quarter and 79.5% of the lowest paid quarter.
Pay quartile breakdown
2024 Mean pay gap 19.4%
Submitted on Tuesday, 1 Apr 2025 at 09:36 UTC.
In this organisation, women earned 91p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 13.7% higher than men's.
Women made up 47.2% of the highest paid quarter and 81.9% of the lowest paid quarter.
Pay quartile breakdown
2023 Mean pay gap 14.0%
Submitted on Tuesday, 12 Mar 2024 at 13:38 UTC.
In this organisation, women earned 98p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 24.9% higher than men's.
Women made up 57.1% of the highest paid quarter and 67.6% of the lowest paid quarter.
Pay quartile breakdown
2022 Mean pay gap 8.6%
Submitted on Thursday, 30 Mar 2023 at 14:54 UTC.
In this organisation, women earned 94p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 4.4% lower than men's.
Women made up 55.8% of the highest paid quarter and 63.3% of the lowest paid quarter.
Pay quartile breakdown
2021 Mean pay gap 10.7%
Submitted on Monday, 4 Apr 2022 at 09:49 UTC.
In this organisation, women and men earned the same median hourly pay.
Women's median bonus pay was 12.1% lower than men's.
Women made up 60.2% of the highest paid quarter and 65.1% of the lowest paid quarter.
Pay quartile breakdown
2020 Mean pay gap 7.0%
Submitted on Friday, 1 Oct 2021 at 16:14 UTC.
In this organisation, women earned £1.01 for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 65.0% higher than men's.
Women made up 56.6% of the highest paid quarter and 74.0% of the lowest paid quarter.
Pay quartile breakdown
2019 Mean pay gap 18.1%
Submitted on Tuesday, 24 Mar 2020 at 09:19 UTC.
In this organisation, women earned 93p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 9.9% lower than men's.
Women made up 54.2% of the highest paid quarter and 75.8% of the lowest paid quarter.
Pay quartile breakdown
2018 Mean pay gap 18.7%
Submitted on Wednesday, 3 Apr 2019 at 17:15 UTC.
In this organisation, women earned 88p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 12.9% lower than men's.
Women made up 54.2% of the highest paid quarter and 75.8% of the lowest paid quarter.
Pay quartile breakdown
2017 Mean pay gap 28.5%
Submitted on Tuesday, 3 Apr 2018 at 17:34 UTC.
In this organisation, women earned 81p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 10.8% lower than men's.
Women made up 47.0% of the highest paid quarter and 75.0% of the lowest paid quarter.
Pay quartile breakdown