Gender Pay Gap Report

Snapshot Date: 5 April 2026

1. Introduction

This report sets out the gender pay gap data for [Company Name], prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

As an umbrella payroll company, our workforce is predominantly made up of contractors employed to work on temporary assignments with end-clients across a range of sectors. Pay rates are largely determined by external market conditions, assignment requirements, and client demand rather than internal pay structures.

We remain committed to equality, diversity, and fair treatment for all workers and employees.

2. Our Workforce

On the snapshot date of 5 April 2026, [Company Name] employed [number] individuals, including:

Contractors on assignment
A smaller population of permanent office-based employees
The majority of workers are employed on a temporary basis, with pay levels influenced by role type, sector, skill demand, and assignment duration.

3. Gender Pay Gap Data

Mean and Median Gender Pay Gap

Mean gender pay gap: [X]%
Median gender pay gap: [X]%
The gender pay gap reflects the difference in average hourly pay between men and women across the organisation. It does not indicate unequal pay for the same role.

Mean and Median Bonus Pay Gap

Mean bonus pay gap: [X]%
Median bonus pay gap: [X]%
Bonus payments primarily relate to performance-related incentives for permanent employees. Contractors are generally not eligible for discretionary bonuses.

Proportion of Men and Women Receiving a Bonus

Men receiving a bonus: [X]%
Women receiving a bonus: [X]%
4. Pay Quartiles

The gender distribution across pay quartiles is as follows:

Pay Quartile

Men

Women

Upper Quartile

[X]%

[X]%

Upper Middle Quartile

[X]%

[X]%

Lower Middle Quartile

[X]%

[X]%

Lower Quartile

[X]%

[X]%

The higher proportion of men in the upper pay quartile reflects market trends in certain higher-paid sectors where male representation remains higher.

5. Understanding the Results

As an umbrella company, our gender pay gap is influenced by several external factors, including:

Sector-specific demand for skills
Assignment rates set by recruitment agencies and end-clients
Differences in working patterns, including part-time work
Underrepresentation of women in some higher-paying technical and specialist roles
We ensure that men and women are paid equally for equal work, and pay rates are applied consistently based on assignment terms.

6. What We Are Doing

We are committed to reducing our gender pay gap where possible and continue to take steps to promote fairness and transparency, including:

Reviewing onboarding and employment practices to ensure consistency and clarity
Working with agencies to promote inclusive labour supply practices
Supporting flexible working arrangements where operationally feasible
Monitoring gender pay data annually to identify trends and areas for improvement
7. Ongoing Commitment

We recognise that closing the gender pay gap is a long-term challenge that requires collaboration across the wider labour market. We remain committed to:

Fair and transparent pay practices
Equal opportunities for all workers
Continuous improvement in diversity and inclusion
8. Declaration

I confirm that the information contained in this report is accurate and has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed: ___________________________
Name: [Director’s Name]
Title: [Director / Managing Director]
Date: [Date in 2026]