Gender Pay Gap

In the UK, the government requires public, private and voluntary sector organisations with 250 or more employees to report on their gender pay gaps annually. The reports show the difference between the average earnings of men and women, expressed relative to men’s earnings.  

Employers must report six different measures, based on a snapshot of pay data on a date set out by the Government Equalities Office:

• median gender pay gap – the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
• mean gender pay gap – the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
• median bonus gap – the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
• mean bonus gap – the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
• bonus proportions – the proportions of male and female relevant employees who were paid bonus pay during the relevant period
• quartile pay bands – the proportions of male and female full-pay relevant employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

If an organisation reports a gender pay gap, it does not mean women are paid less than men for doing the same job. Equal pay looks at the difference in men’s and women’s pay for the same or similar work. It’s possible to have a gender pay gap and to pay men and women fairly, but it does show that, on average, men occupy higher-paying roles than women.

This report covers the 2025/26 reporting cycle, using a snapshot date of 5 April 2025.

Gender Pay Gap

Difference in the hourly rate of pay (mean)                       12.5%                  down 0.7 points vs 2024

Difference in the hourly rate of pay (median)                    6.7%                   down 0.7 points vs 2024

The mean gender pay gap has fallen to 12.5%, its lowest since reporting began in 2020 (16.2%).  This reflects steady progress over the last five years.

Gender Bonus Gap

Difference in bonus pay (mean)                                               51.4%                  up 29.8 points vs 2024

Difference in bonus pay (median)                                          48.3%                  down 31.8 points vs 2024

% male employees who receive a bonus                              11.6%                  down 10.5 points vs 2024

% female employees who receive a bonus                         12.0%                  down 6.5 points vs 2024

The bonus gap presents a mixed picture, with the mean rising sharply whilst the median has improved substantially. This divergence suggests that whilst typical bonus disparities have narrowed, a small number of high payments to men have driven the mean upwards – reflecting the continued concentration of men in senior, higher-bonus roles.

Women remain marginally more likely to receive a bonus. Near-parity between male and female receipt rates confirms that access to bonus schemes is not a driver of the pay gap – the disparity lies in the value of bonuses paid rather than eligibility.

Gender Pay Quartiles

Each pay quartile represents a quarter (25%) of our total workforce, ranked by pay

There has been a small increase in the proportion of women in upper quartile roles.  The decrease in upper-mid roles is due to individuals being promoted internally.  However, women continue to be underrepresented in the highest-paid roles.

Commentary

• Engineering and Logistics all have an over-representation of men.  This impacts our mean gender pay gap.
• We continue to make steady progress increasing the number of women in Top Management roles. 

Actions

We continue to work proactively to reduce our gender pay gap and to increase the number of women in under-represented roles through:

• Offering a wide variety of training and leadership programmes to encourage all employees to develop their skills and aspire to more senior roles within the organisation.
• Internal and external promotion of existing female employee career paths into management or underrepresented roles.
• Improved our maternity and family friendly benefits to improve our attractivity.
• Reviewed all HR Policies & Procedures in 2025 to include a Menopause Policy.

Declaration

We confirm that our data is accurate and has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Mark Franklin
CEO, Elis UK Ltd
01/04/2026