Gender Pay Reporting

The Equality Act 2010 (Gender Pay Gap information) Regulations 2017 require the reporting of the difference between average earnings of male and female employees. Calculations from data taken as at 5 April 2022 are considered to be accurate and are as follows:

  • Women’s hourly rate is 20.0% lower (mean) and 1.9% lower (median) than men’s hourly rate.
Mean gender pay gap 2023
Median gender pay gap 2023
*figures taken from ONS ASHE 2022 Provisional Report
  • The distribution of male and female employees at each pay quartile shows;
    • Top quartile 50.2% male and 49.8% female
    • Upper middle quartile 31.7% male and 68.3% female
    • Lower middle quartile 30.1% male and 69.9% female
    • Lower quartile 31.3% male and 68.7% female
  • In line with the definitions within the Gender Pay Gap reporting requirement, 71.3% of male employees and 67.2% of female employees received a bonus.
  • Women’s bonus pay is 80.2% lower (mean) and 24.1% lower (median) than men’s bonus pay

Background information about Notcutts

At the time the data was taken the company employed 983 people deemed full-pay relevant, of which 64.2% were female and 35.8% were male.

  • There has been a female Board chair since 2015 and 66% of our non-executive Board directors are female;
  • Under the annual bonus scheme introduced in 2016 all employees are eligible to participate. Non-executive Board directors are not eligible to participate in the annual bonus scheme;
  • Garden Centre employees, excluding Garden Centre Managers, represent the majority of our workforce. The Gender Pay gap at this level is 5.6% (mean) and 0.6% (median).
  • Notcutts introduced the Real Living Wage for employees over the age of 21 in April 2022
  • 68% of employees under the age of 21 in the data required for gender pay gap reporting were female

Nick Burrows
Chief Executive Officer

March 2023