Recently introduced legislation requires businesses with over 250 employees to produce gender pay gap information. This data should be submitted by the 4th of April each year and should relate to the data held as a snapshot from the 5th April in the previous year.
The data attached relates to the snapshot date of 5th April 2022 and includes our temporary workforce as well as our directly employed staff. The data attached has been signed off by the directors of HR Essentials and the figures reached are from the mechanisms set out by the legislation.
The difference in mean pay between men and women
The female mean hourly pay is 3% higher.
The difference in median pay between men and women
The value is the same for men and women.
The difference in mean bonus pay between men and women
The female mean bonus pay is 152.1% higher
The difference in median bonus pay between men and women
The female median bonus pay is 325.8% higher
Proportion of males and females who received a bonus payment.
Male = 5.36% / Female = 13.33%
The proportion of males and females in each of the 4 pay quartiles
Pay Quartile Male % / Female %
0 to 25% – Lower Quartile 72.7% / 27.3%
26 to 50% Lower Middle Quartile 66% / 34%
51 to 75% Upper Middle Quartile 68.7% / 31.3%
76 to 100% Upper quartile 64.4% / 35.6%
The pay data above is taken from a snapshot date of the 5th of April 2022 and the bonus data is taken over the 12 months from 6th May 2021 to 5th April 2022. The differences in pay are derived from the different working roles within the organisation which are required by our clients, our business also has a higher proportion of female senior staff, hence the percentage differences in pay and bonus.
As a business we take every care that there is zero discrimination and we are fully compliant in all the legislation that set out before us. We are an equal opportunities employer which our clients are made aware of.
Our next report will be due on or before the 4th of April 2024.