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Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, organisations with 250 or more employees are required to publish annual gender pay gap data. This report is based on a snapshot of pay data taken on 5th April 2025. It includes comparisons of mean and median hourly pay, bonus pay, and the distribution of employees across four pay quartiles.
The gender pay gap measures the difference in average earnings between men and women across the organisation. This is different from equal pay, which relates to men and women being paid the same for the same or equivalent roles. Employees are divided into four equal groups based on their hourly pay, from the highest earners (Q1) to the lowest earners (Q4). Using hourly pay ensures part-time and full-time employees are compared on a consistent basis.
Our 2025 Gender Pay Gap report highlights continued progress across the business, including increased female representation in higher-paid roles and a pay gap that now favours women on both a mean and median basis.
To calculate mean pay you take the mean (average) hourly pay for men and subtract the mean hourly pay for women. Divide the result by the mean hourly pay for men. Multiply the result by 100.
Organise employees from lowest to the highest paid - the one in the middle is the median. Complete the calculation for women and men and the pay gap is the difference between the two.
Quartiles show the company payroll split into four quarters, lowest pay to highest pay, and then the percentages show how many women and men are in each of those four pay bands.
The gender pay gap in the UK has been gradually declining over time. Over the last decade, it has fallen significantly for both full-time employees and the workforce overall.
According to the latest available data, the median gender pay gap for all employees in the UK is approximately 14.3% in favour of men, down from 14.9% the previous year. For full-time employees, the median gender pay gap is around 7.7% in favour of men, showing a slight decrease compared to previous years.
At Easy Bathrooms, women earn 93p for every £1 that man earn when comparing median bonus pay. Their median bonus pay is 7% higher for men.
When comparing mean (average) bonus pay, men’s mean bonus pay is 0.2% higher than women’s.
At Easy Bathrooms, women earn 93p for every £1 that man earn when comparing median bonus pay. Their median bonus pay is 7% higher for men.
When comparing mean (average) bonus pay, men’s mean bonus pay is 0.2% higher than women’s.
“It’s encouraging to see women progressing into senior roles and being rewarded fairly.
I joined Easy Bathrooms starting out in customer services, where I learned the foundations of the business and gained a strong understanding of how everything works behind the scenes. From there, I moved through different departments, building my experience and confidence before progressing into a role at Head Office, where I now manage B2B sales.
Throughout my journey, the support from the business has really stood out. There’s a strong focus on recognising potential and giving people the opportunity to develop, regardless of where they begin.
In my experience, progression at Easy Bathrooms is based on individual contribution and performance. With the right attitude and a willingness to learn, there are genuine opportunities to build a long-term career and continue developing within the business.”
We are committed to creating an environment
where all individuals feel welcomed, respected
and supported.
Focus and invest in building fair and inclusive processes, ensuring employees have equitable opportunities supported by policies, training and open-feedback
We continually review and update our policies and practises in order to achieve our aim of attracting, retaining and developing the best talent.
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