Gender Pay Gap Reporting

Gender Pay Gap Reporting - ROI

Link to Gender Pay Gap Reporting - ROI 2024 (Published July 2025)

Gender Pay Gap Reporting - UK

Gender Pay Gap Reporting was introduced as a requirement for employers with at least 250 employees to publish data in relation to their workforce. Employers are now required to calculate and publish the extent of the hourly pay gap between male and female employees, as well as the gender bonus gap and the proportion of employees in each pay quartile.

As a socially responsible employer, we actively welcome the opportunity to publish our gender pay gap data in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Employers are required to collect pay data on the snapshot date of 5 April on an annual basis and publish these figures within twelve months of this date. The figures that employers require to publish are as follows:

• The difference in mean hourly rate of pay between male and female employees;
• The difference in median hourly rate of pay between male and female employees;
• The difference in mean bonus pay between male and female employees;
• The difference in median bonus pay between male and female employees;
• The proportion of male and female employees receiving bonus pay; and,
• The proportion of male and female employees in each pay quartile.

Gender pay gap reporting is not about equal pay between men and women doing the same job – this practice has been illegal for a number of decades. The gender pay gap is the difference between the average pay of men compared to the average pay of women within an organisation, across all levels of the business. The following data is accurate as of 5th April 2024.

Overall Findings

The details below are presented to highlight the information for those entities that we are legally required to report.