Potters Leisure Limited Gender Pay Gap Statement 2025
Potters Leisure 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. Potters Leisure 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 continued improvement in our headline pay gap figures. Our mean gender pay gap has reduced from 8.62% to 7.09%, and our median gender pay gap has fallen from 7.94% to 5.07% — both remaining significantly below the national median of 12.8% reported by the Office for National Statistics.
| 2025 | 2024 | |
|---|---|---|
| Mean Gender Pay Gap | 7.09% | 8.62% |
| Median Gender Pay Gap | 5.07% | 7.94% |
| Mean Bonus Pay Gap | 59.41% | 56.79% |
| Median Bonus Pay Gap | 41.83% | 4.92% |
| Proportion of bonuses by Gender (Male) | 10.97% | 12.40% |
| Proportion of bonuses by Gender (Female) | 16.44% | 17.96% |
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 | 41% | 59% | 43% | 57% |
| Lower Middle Quartile | 34% | 66% | 31% | 69% |
| Upper Middle Quartile | 52% | 48% | 58% | 42% |
| Upper Quartile | 52% | 48% | 57% | 43% |
Commentary
We are encouraged by the continued positive trend in our core pay gap figures, with meaningful year-on-year reductions in both our mean and median gaps. The quartile data reflects a notable improvement in female representation in the upper middle quartile, increasing from 42% to 48%, and continued strong female presence in the lower and lower middle quartiles, which is consistent with the broader profile of our workforce.
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.
Historically, Potters Leisure Limited has had a higher proportion of female employees across the business, and we are proud of the strong female representation in senior and skilled roles across our multi-disciplinary teams. Our policy remains focused on developing talent and ability regardless of gender, and 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.