Gender Pay Gap Reporting – 2025/2026
Due to be reported by 30 March 2026, based upon a snapshot date of 5 April 2025.
| Total Employees | Male | Female | Total |
| 155 | 220 | 375 |
| Hourly Pay | Male | Female | Difference |
| Mean | £12.71 | £12.06 | 5.12% |
| Median | £12.21 | £12.21 | 0% |
| Quartile Pay Band | Male | Female | Male | Female |
| Upper (75-100%) | 34 | 57 | 37% | 63% |
| Upper Middle (50-75%) | 39 | 52 | 43% | 57% |
| Lower Middle (25-50%) | 44 | 47 | 48% | 52% |
| Lower (0-25%) | 36 | 54 | 40% | 60% |
| 153 | 210 |
| Bonus | Male | Female | Difference |
| Mean | £4937.53 | £3216.50 | 34.86% |
| Median | £5000.04 | £3216.50 | 35.67% |
| Number Receiving Bonus | 4 | 2 | 50% |
| % Receiving Bonus | 2.55% | 0.92% |
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 £0.66. This can be accounted for as although the company employs more female workers than males; three of the most senior roles in the company, namely the three Managing Directors, are held by male employees.
The Upper Middle and the Lower Middle quartile show good consistency with a 4% variation in the Lower Middle and a 14% variation on the Upper Middle.
During the reporting period 4 male employees received a bonus compared to 2 females with both the mean and the median being higher for the male employees which is due to 3 of the male employees being the 3 most senior roles in the company.
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.