AB Hotels (Five Lakes) Limited Gender Pay Gap Statement 2025
AB Hotels (Five Lakes) Limited, as a relevant employer with more than 250 employees, is obliged by law to prepare and publish Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The gender pay gap measures the difference in the average hourly rate of pay, including bonuses, between all men and women in a company. In accordance with the regulations, this information is expressed as both a mean (average) and median (the middle rate when listed in numerical order).
The gender pay gap is distinct from "Equal Pay", which concerns the legal requirement for men and women to receive the same pay for identical work. AB Hotels (Five Lakes) Limited fully supports and implements this principle across equivalent roles throughout the business. We remain committed to equal pay for all employees and continue to regularly evaluate our pay and bonus structures to eliminate any gender bias, taking appropriate action should any inequality be identified.
This report provides our gender pay gap data for the snapshot date of 5th April 2025.
Our Results
We are pleased to report an improvement in our mean gender pay gap, which has reduced significantly from 11.83% to 8.50%, and now sits below the national median of 12.8% reported by the Office for National Statistics. Our median gender pay gap has widened slightly from 2.57% to 5.94%, which we are monitoring closely.
| 2025 | 2024 | |
|---|---|---|
| Mean Gender Pay Gap | 8.50% | 11.83% |
| Median Gender Pay Gap | 5.94% | 2.57% |
| Mean Bonus Pay Gap | 92.70% | 80.31% |
| Median Bonus Pay Gap | 90.35% | 34.95% |
| Proportion of bonuses by Gender (Male) | 10.66% | 15.75% |
| Proportion of bonuses by Gender (Female) | 15.72% | 26.75% |
Quartile Pay Bands
The table below shows the proportion of male and female employees in each pay quartile.
| Quartile | Male 2025 | Female 2025 | Male 2024 | Female 2024 |
|---|---|---|---|---|
| Lower Quartile | 37% | 63% | 45% | 55% |
| Lower Middle Quartile | 34% | 66% | 37% | 63% |
| Upper Middle Quartile | 44% | 56% | 37% | 63% |
| Upper Quartile | 58% | 42% | 59% | 41% |
Commentary
We welcome the significant improvement in our mean gender pay gap, which has reduced by over three percentage points and is now below the national average. The quartile data reflects a predominantly female workforce across all pay bands, with strong female representation in both the lower and upper middle quartiles.
We note that the median gender pay gap has widened in 2025 and that the bonus pay gap — both mean and median — has increased year-on-year.
Our policy remains focused on developing talent and ability regardless of gender, and we are committed to taking appropriate and targeted action to address the areas where our data indicates further improvement is needed. We will continue to monitor, evaluate, and act on our pay data annually.
This report has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and is published at 25th March 2026.