Under legislation that came into force in 2017, all companies with 250 or more employees in the UK must publish and report specific figures about their gender pay gap.

Employers must publish the gap in pay between men and women on both a means basis (average hourly salary) and a median basis (pay per hour based on the person ‘in the middle’ of the distribution pay).

Gender Pay Gap Reporting - Vernacare Ltd

Employers are also required to disclose the distribution of gender by pay quartiles - in other words, splitting the workforce into four groups based on their pay, and showing the proportion of men and women in each group.

In relation to bonus pay, employers are required to disclose both a mean and median basis for average bonus pay received in 2020. Furthermore, the percentages of employees receiving bonuses by gender must also be disclosed.

The information displayed below details Vernacare Ltd's headcount breakdown and gender pay gap reporting.

Gender Pay Gap Reporting - Vernacare Ltd

Head Count

Vernacare Ltd employs 256 staff.
162 of which are males and 94 are females.

Data

  • Difference in hourly pay (mean) - 25.4%
  • Difference in hourly pay (median) - 26.6%
  • Gender bonus gap (mean) - 42.0%
  • Gender bonus gap (median) - 44.4%
  • Proportion of employees receiving bonuses:
    • Men - 43.8%
    • Women - 60.4%

Going Forward

Vernacare Ltd is currently the only company with 250+ employees and therefore required to undertake Gender Pay Gap Reporting.

Our other companies, Robinson Healthcare Ltd, Frontier Plastics Ltd and Frontier NX Ltd, will also undergo a Gender Pay Gap Review in 2022 to ensure alignment across the group.

We continue to monitor the gap and make sure our policies are always fair. This includes actively reviewing decisions around our annual performance, pay and bonus pay and the Company will therefore continue to endeavour to provide opportunities for individuals to grow, both personally and in their work role. Such training and development opportunities depend on the requirements of the business and are irrespective of gender.

As we are investing heavily in our human resources function, we aim to look at ways we can become more inclusive via equality and diversity training; and analysing how we attract talent into our business.

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