CompaniesInTheUK

CAPULA LIMITED

Company number 00953504 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 30.9% lower than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 9% of the 9,666 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is in the bottom 10% of 336 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 53 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 126 employers -5.0% to -2.5%: 251 employers -2.5% to 0.0%: 555 employers 0.0% to 2.5%: 1,895 employers 2.5% to 5.0%: 836 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 600 employers 10.0% to 12.5%: 580 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 489 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 390 employers 22.5% to 25.0%: 357 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 490 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,666 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-10% 0 +10% +20% +30% +40% +50% +60% +70% 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2019/20: 35.4% 2020/21: 31.7% 2021/22: 32.1% 2022/23: 34% 2023/24: 31.2% 2024/25: 30.9% 2025/26: 30.9% Median gap 2019/20: 31.9% 2020/21: 31.5% 2021/22: 33.4% 2022/23: 32.8% 2023/24: 27.2% 2024/25: 21.5% 2025/26: 21.6% Mean gap 2019/20: 65% 2020/21: -2.2% 2021/22: 45.5% 2022/23: 46.7% 2023/24: 22.7% 2024/25: 26.5% 2025/26: 14.6% Median bonus gap

The gap has narrowed since the 35.4% reported for 2019/20.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 30.9% 21.6% 14.6% 8.8% 32.4%
2024/25 30.9% 21.5% 26.5% 9.3% 32.9%
2023/24 31.2% 27.2% 22.7% 8.2% 37%
2022/23 34% 32.8% 46.7% 7.1% 40.8%
2021/22 32.1% 33.4% 45.5% 5.7% 40.6%
2020/21 31.7% 31.5% -2.2% 6.1% 35.4%
2019/20 35.4% 31.9% 65% 4.7% 32.8%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.