Introduction

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. Below is that information.

Pay and Bonus Differences

Measure	2025
Difference in Mean Hourly Rate	1.61%
Difference in Median Hourly Pay	0%
Difference in Mean Bonus Rate	0%
Difference in Median Bonus Pay	0%
% of employees who receive a Bonus – Male	0%
% of employees who receive a Bonus – Female	0%

Employees by Pay Quartile

Employees by Quartile	Male	Female
Upper Quartile	34%	66%
Upper Middle Quartile	68%	32%
Lower Middle Quartile	43%	57%
Lower Quartile	44%	56%

Understanding Our Results

We can use these results to assess:

• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

As a company operating in an industry which requires TUPE transfers we have a number of staff on different contracts and different rates of pay.

The vast majority of TUPE transfers are at Living Wage rates or minimum wage which is why there is little difference between staff on low rates of pay. However, more clients are starting to pay above the National Living Wage. We encourage our clients to pay the London Living Wage rates and we have seen an increase in this over the last few years. The changes in male to female composition in the company are dependent on contracts lost and contracts won where TUPE applied.

Wetton do not have bonus payments and any bonus payments in the report are for staff that TUPE to Wetton Cleaning Services Ltd. We have maintained their terms and conditions as required by law.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting the payroll department.