Metrics based on data from the month of April 2025 on 399 employees;
- The mean gender pay gap is -7.7%
- The median gender pay gap -21.5%
- The mean gender bonus gap for is 67.0%
- The median gender bonus gap for is -50.0%
- The percentage of:
- male employees receiving a bonus is 28.5%
- female employees receiving a bonus is 85.0%
- Pay quartiles percentages (number of employees in each band):
| Band | Males | Females | Description |
|---|---|---|---|
| A | 97.0% | 3.0% | Includes all employees whose standard hourly rate places them at or below the lower quartile |
| B | 85.0% | 15.0% | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
| C | 78.0% | 22.0% | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
| D | 81.8% | 18.2% | Includes all employees whose standard hourly rate places them above the upper quartile |
I can confirm that I agree that the data used for the production of this data is accurate.
The figures set out above have been calculated using the standard methodologies set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Commentary on the reporting
Premier Paper Group employs 399 employees based at sites throughout the U.K. We strive to be an employer of choice, offering a great place to work and ensuring our roles and culture are attractive to all. Our business values highlight the importance of inclusivity, which respects differences and offers everyone the opportunity to thrive.
The gender pay gap is defined as the difference in the average earnings of men and women over a definitive time period, regardless of their role or seniority.
Our industry in general is still largely dominated by a male workforce, and our data largely reflects this.
The proportion of female employees decreased in 2025 to 14.54% against 85.46% male employees, although we continue to strive for diversity within the business. As our business is involved in the sales and distribution of paper products a large proportion of our workforce are males employed in manual roles within warehousing and transport.
Our reward system aims to recognise the work that our people put in, and performance over and above the required standard is recognised through our company-wide bonus system, with individual bonuses being determined at a departmental level. Bonus allocations are monitored to ensure objectivity and to keep the total allocation within budget.
Our female employees are generally concentrated in white collar professional roles which, whilst also having a high proportion of men in manual roles, impacts on our results. This is illustrated by the negative mean gender pay gap of -7.8% and the median gender pay gap of -21.5%.
Looking ahead the business is growing through acquisition, and the headcount will reflect this growth. We will continue to take actions to address any gaps and also through wider group activities to make sure our policies and practices are fair and consistent. We will ensure that the opportunities are fair for all and to work to build a stronger culture of equality and inclusion across the Premier Paper Group.
