Gender Pay Gap Reporting – 2026/2027
Due to be reported by 30 March 2027, based upon a snapshot date of 5 April 2026.
| Total Employees | Male | Female | Total |
| 151 | 198 | 349 |
| Hourly Pay | Male | Female | Difference |
| Mean | £12.76 | £12.13 | 4.94% |
| Median | £12.21 | £12.21 | 0% |
| Quartile Pay Band | Male | Female | Male | Female |
| Upper (75-100%) | 31 | 53 | 37% | 63% |
| Upper Middle (50-75%) | 46 | 38 | 55% | 45% |
| Lower Middle (25-50%) | 34 | 50 | 40% | 60% |
| Lower (0-25%) | 36 | 49 | 42% | 58% |
| 147 | 190 |
| Bonus | Male | Female | Difference |
| Mean | £3812.53 | £456.78 | 88.02% |
| Median | £5000.04 | £181.90 | 96.36% |
| Number Receiving Bonus | 4 | 6 | (50.00)% |
| % Receiving Bonus | 2.74% | 3.14% |
Supporting Narrative
TLH Leisure Resort fully embraces equality of opportunity, reward, and recognition across all levels of our organisation. We value the diverse experiences our employees bring and remain committed to maintaining an inclusive workplace where colleagues are supported to reach their full potential.
Hourly Pay and Quartiles
Our data demonstrates excellent foundational pay equity, highlighted by a 0% median gender pay gap (£12.21 for both men and women). Our mean gender pay gap is exceptionally low at 4.94% (a difference of £0.63). This minor mean variance is entirely structural: while we employ more women than men overall, three of the company’s most senior roles (Managing Directors) are held by male employees.
Our positive gender balance is reflected throughout the business, with women making up the clear majority (63%) of our Upper Quartile (top 25% of earners), as well as 60% of the Lower Middle and 58% of the Lower Quartile. The Upper Middle quartile stands at 55% male and 45% female.
Bonus Pay
During the reporting period, a similar proportion of the workforce received a bonus: 3.14% of females (6 employees) compared to 2.74% of males (4 employees).
While a higher percentage of women received bonuses, there is a significant gap in the mean (88.02%) and median (96.36%) bonus amounts. This disparity does not represent unequal pay forequal work; it is driven entirely by senior demographics, as three of the male bonus recipients are the company’s Managing Directors.
Moving Forward
While our hourly pay metrics show a fair and balanced grading structure, we remain focused on ensuring our career pipelines, recruitment, and progression pathways continue to support balanced gender representation at every single tier of the company.