CompaniesInTheUK

R.J. MCLEOD (CONTRACTORS) LIMITED

Company number SC028565 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.73% lower than men's (250 to 499 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 85% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within civil engineering it is in the top 10% of 76 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%: 250 employers -2.5% to 0.0%: 554 employers 0.0% to 2.5%: 1,894 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 579 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 389 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%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,656 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.

-500% -400% -300% -200% -100% 0 +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -10% 2018/19: -7% 2019/20: -5% 2020/21: -7% 2021/22: -4% 2022/23: 0% 2023/24: -1% 2024/25: -24% 2025/26: 0.73% Median gap 2017/18: 11% 2018/19: 9% 2019/20: 10% 2020/21: 7% 2021/22: 12% 2022/23: 10% 2023/24: 12% 2024/25: 34% 2025/26: 11.19% Mean gap 2017/18: -281% 2018/19: -402% 2019/20: -496% 2020/21: -409% 2021/22: -351% 2022/23: -187% 2023/24: -481% 2024/25: -311% 2025/26: -464.28% Median bonus gap

The gap has narrowed since the -10% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 0.73% 11.19% -464.28% 4.85% 14.42%
2024/25 -24% 34% -311% 7% 11%
2023/24 -1% 12% -481% 6% 12%
2022/23 0% 10% -187% 8% 9%
2021/22 -4% 12% -351% 9% 11%
2020/21 -7% 7% -409% 7% 11%
2019/20 -5% 10% -496% 5% 5%
2018/19 -7% 9% -402% 7% 6%
2017/18 -10% 11% -281% 5% 9%

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.