Gender Pay Gap Report 2025
Blanc Brasseries Limited
In accordance with gender pay gap reporting regulations, we are publishing our statistics for 2025.
These statistics look at the difference in the mean and median hourly rates of pay and bonus pay for male and female employees, regardless of their role or seniority. The statistics are based on the prescribed snapshot date of 5 April 2025.
Difference in hourly rate
The mean pay gap is the difference between average hourly earnings of men and women. The median pay gap is the difference between the midpoints in the ranges of hourly earnings for men and women.
To calculate the median, all hourly rates in the sample are lined up from highest to lowest for men and for women and the median is the middle rate for men and for women.
- Median pay gap: 0.0%
- Mean pay gap: 3.4%
We are proud to have closed our median pay gap to 0.0% this year. This progress reflects our ongoing commitment to gender balance.
We remain confident that we pay men and women the same amount for equivalent work. However there are a higher proportion of men in certain senior positions, particularly within our kitchen teams, which continues to create a small mean pay gap of 3.4%.
Proportion of women & men in each pay quartile
We are also pleased to report that the percentage share of females in our upper-middle pay quartile has seen significant growth this year (32.1% vs 21.5% in 2024/25).
An overall increase across our upper pay brackets demonstrates our success in developing a stronger internal pipeline and ensuring a greater proportion of females are progressing into senior and specialised roles.
Bonus pay
The bonus statistics are based on the bonuses received by our workforce in the year to 5 April 2025.
Women’s mean bonus pay was 17.3% higher than men’s, and women’s median bonus pay was 11.1% higher than men’s.
This improvement from previous years is a direct reflection of the increased representation of women in our upper-middle and senior pay quartiles. It demonstrates that as we have successfully diversified our leadership and specialised teams, women are not only entering these roles but are also excelling and benefiting from our performance-linked incentive schemes.
Overall women received more bonuses than men across the workforce (10.1% for women versus 5.1% for men).
As in previous years, we remain committed to paying our staff a fair wage based on their job role and responsibilities, and offering equal opportunities to all regardless of their gender.
Henry Olney
Chief Financial Officer
For and on behalf of Blanc Brasseries Limited, March 2026