Burhill Group Limited: Gender Pay Gap Reporting
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. It does not involve publishing individual employees’ data.
It is essential to distinguish between equal pay and a gender pay gap.
In general, equal pay issues may arise in an organisation if that organisation pays men and women at different rates for doing the same work or work of equal value. The Burhill Group of companies do not differentiate between rates of pay for employees working within job roles based on the gender of the employees working within those roles. The concept of the Gender Pay Gap a much broader concept which compares the average earnings of men and women regardless of their role within an organisation.
Gender Pay Reporting requires our organisation to make calculations and disclose relevant information based on employee gender. In accordance with this requirement the gender pay data information below has been calculated based on the information held on our human resources and payroll records
The difference is expressed as the percentage difference between men and women. This year’s figures are calculated on a total of 1185 paid staff with the ratio between men & women at 58:42.
We are pleased to see our Gender Pay Gap has decreased for the third year in a row from 12.5% in 2023 to 8.62% in 2026. We will continue to focus to decrease the gap further.
Gender Pay data based on April 2026 payroll information
| Hourly Rate as at April 2026 | 2025 comparisons |
| Women’s hourly rate (mean) is 8.62% lower than men | 9.93% |
| Women’s hourly rate (median) is 0.0% lower than men | 0.0% |
| Pay Quartiles as at April 2026 | |
| Top Quartile – 63% men 37% women | 65% to 35% |
| Upper Middle Quartile – 55% men 45% women | 61% to 39% |
| Lower Middle Quartile – 64% men 36% women | 63% to 37% |
| Lower Quartile – 49% men 51% women | 53% to 47% |
| Bonus Pay – 12-month period to April 2026 | ||
| Women’s bonus pay (mean) is 54.10% lower than men | 55.70% | |
| Women’s bonus pay (medium) is 42.90% lower than men | 60.20% | |
| 28.90% of men received bonus pay | 23.70% |
| 24.13% of women received bonus pay | 26.82% |