Gender Pay Gap Reporting – 2024/2025
Due to be reported by 30 March 2025, based upon a snapshot date of 5 April 2024.
| Total Employees | Male | Female | Total |
| 171 | 227 | 398 |
| Hourly Pay | Male | Female | Difference |
| Mean | £12.14 | £11.36 | 6.43% |
| Median | £11.44 | £11.44 | 0% |
| Quartile Pay Band | Male | Female | Male | Female |
| Upper (75-100%) | 40 | 59 | 40% | 60% |
| Upper Middle (50-75%) | 43 | 56 | 43% | 57% |
| Lower Middle (25-50%) | 50 | 50 | 50% | 50% |
| Lower (0-25%) | 38 | 62 | 38% | 62% |
| 171 | 227 |
| Bonus | Male | Female | Difference |
| Mean | £4125 | £753.28 | 81.74% |
| Median | £5000 | £500 | 90.00% |
| Number Receiving Bonus | 4 | 6 | -50.00% |
| % Receiving Bonus | 2.34% | 2.64% |
Supporting Narrative
The median pay for both men and women is showing as having no difference. While the mean pay comparison shows a minor difference in pay of just £0.78. This can be accounted for as although the company employs more female workers than males, four of the most senior roles in the company, namely the three Managing Director’s and the Operations Director, are held by male employees.
The Upper Middle and the Lower Middle quartile show good consistency with no variation in the Lower Middle and a 14% variation on the Upper Middle.
Bonuses show a bigger variations than last year due to an internal restructuring of the bonus system.
TLH Leisure Resort fully embraces the ethos of equality of opportunity, reward and recognition for employees across all levels of the organisation, irrespective of gender, background or personal characteristics. We recognise, and value, the diversity of experience that our employees bring to our business, and are committed to building an inclusive workplace where individual skills are nurtured, and colleagues can be supported to reach their full potential.