Employee Communication: 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 will not involve publishing individual employees data.
We are required to publish the results on our own website and a government website. We will do this within one calendar year of April 6th 2022
Snapshot date 5 April 2022:
|
Mean gender pay gap
|
0.00%
|
|
Median gender pay gap
|
0.00%
|
|
Mean bonus gender pay gap
|
Not applicable
|
|
Median bonus gender pay gap
|
Not applicable
|
|
Proportion of male employees who receive a bonus
|
Not applicable
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|
Proportion of female employees who receive a bonus
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Not applicable
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Pay quartiles by gender:
| Band | Males | Females |
|---|---|---|
| Lower quartile | 25.81% | 74.19% |
| Lower middle quartile | 43.75% | 56.25 % |
| Upper middle quartile | 46.87% | 53.13% |
| Upper quartile | 31.25% | 68.75% |
24-7 Employment Solutions is committed to pay equally to male and female workers for doing equivalent jobs across our business, which is reflected in our above figures.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We have established this figure by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting us on accounts@247esl.co.uk.
Kiran Sapkota
Finance and Payroll
March 2022