SEMCO MARITIME LIMITED

Contents

  1. Latest gender pay gap report
  2. Action plan
  3. History of gender pay gap reports and action plans
  4. About SEMCO MARITIME LIMITED
What are employers required to submit?

Any employer who has a headcount of 250 or more on their ‘snapshot date’ at the end of the financial year must submit both:

  • a gender pay gap report showing their breakdown of pay by gender
  • an action plan outlining how they intend to address the gender pay gap and support employees going through menopause

For more detail, see the gender pay gap and action plan guidance (opens in a new window).

1. Latest gender pay gap report (2025 to 2026)

Women’s median hourly pay
47.0%
lower
Men
£1
Women
53p
Women in the highest paid quarter
2.7%
Women who received bonus pay
36.2%
Men
78.95%
Women
36.17%

View the full Gender pay report

2. Taking action to address pay gaps and support employees

SEMCO MARITIME LIMITED said:

We recognise that reducing our gender pay gap, particularly in the context of a male dominated offshore workforce, will take time and sustained effort. While structural change will not happen overnight, we are committed to making meaningful progress by improving representation, supporting inclusive career pathways, and embedding fair and transparent pay practices across our organisation.

Read more about what SEMCO MARITIME LIMITED says about their action plan (opens in a new window)

Action plan

What is an action plan?

Employers with 250 or more employees can submit a voluntary action plan outlining how they intend to address their gender pay gap and support employees experiencing menopause. These are due to be mandatory from April 2027.

To create their action plan, employers review a list of evidence-informed actions recommended by the government. They identify any they already routinely do (‘embedded actions’), and choose some new actions to focus on (‘planned actions’). They must choose at least 2 planned actions.

You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).

For more detail on the process, see the gender pay gap and action plan guidance (opens in a new window).

SEMCO MARITIME LIMITED has committed to embedding these actions:

  • Make job descriptions inclusive
  • Encourage employee development through actionable steps
  • Enhance and promote flexible working and leave policies
  • Review policies and procedures to meet the needs of employees experiencing menopause

Actions they have completed

  • Encourage applications from a range of candidates
  • Advertise leave policies in job adverts
  • Set targets to improve gender representation
  • Increase transparency for pay, promotion and rewards
  • Train managers to support employees experiencing menopause

View the full Action plan

3. History of gender pay gap reports and action plans

Reporting year Submission type Status Action
2026-27 Gender pay gap report Due 4 April 2027 No report available to view
Action plan (optional) Submitted voluntarily View action plan
2025-26 Gender pay gap report Reported View report
2024-25 Gender pay gap report Reported View report
2023-24 Gender pay gap report Reported View report
2022-23 Gender pay gap report Reported View report
2021-22 Gender pay gap report Reported View report
2020-21 Gender pay gap report Not required No report available to view
2019-20 Gender pay gap report Not required No report available to view
2018-19 Gender pay gap report Not required No report available to view
2017-18 Gender pay gap report Not required No report available to view

4. About SEMCO MARITIME LIMITED

Registered address
37 Abercrombie Court Prospect Road, Arnhall Business Park, Westhill, Scotland, AB32 6FE
Nature of business (SIC code)
Manufacturing