Gender Pay Gap Policy

Purpose: This policy outlines Façade Creations Ltd commitment to gender pay equity in line with UK law. It reflects our obligations under the Equality Act 2010 (including the Gender Pay Gap Information Regulations 2017) and best practice guidance. We are dedicated to equal pay for equal work, transparency in pay and career processes, and a fair, inclusive workplace for all genders.

Gender Pay Gap

The gender pay gap is the percentage difference between women’s and men’s average (mean or median) pay in a workforce. In other words, it measures how much women earn compared to men on average. For example, the UK Government defines the gender pay gap as “the difference in the average hourly wage of all men and women across a workforce”. It is not the same as equal pay (which is the legal right for equal work – see below).

Companies with 250 or more employees on the annual snapshot date must calculate and publish their gender pay gap data each year. For most private-sector employers (and public bodies not covered by specific duties), the snapshot date is 5 April and the report is published by 4 April the following year. For listed public authorities (e.g. government departments, local authorities, NHS bodies, universities, schools, etc.), the snapshot date is 31 March and the report is due by 30 March.

Equal Pay

Equal pay means that men and women in the same employment performing equal work must receive equal pay, unless any difference in pay can be objectively justified. Equal work covers “like work” (the same job or similar jobs), work rated as equivalent, or work of equal value. In practice, this means we ensure that employees of different genders are paid the same rate for the same (or equivalent) roles, and that any pay differences are based on non-discriminatory factors (such as skills, qualifications or location) rather than gender.

Scope and Applicability

This policy applies to all employees of Façade Creations Ltd – including full-time, part-time, temporary, agency and contract staff, and apprentices – across UK operations. It covers all pay and benefits (basic salary, bonuses, allowances, overtime, pensions, etc.) as required by equal-pay law.

In addition, the policy acknowledges statutory reporting obligations: any employer with 250 or more employees on the snapshot date must report gender pay gap data annually. We will treat each legal entity separately if we are part of a group with multiple entities. If [Company] is in scope, we will comply by gathering and publishing the required data (even if the threshold is not reached, we may voluntarily report as a matter of good practice).

Commitment to Gender Equality and Inclusion

[Company] is committed to fostering an inclusive workplace where all employees can progress and are treated fairly. We uphold the principle of equal pay for equal work as a matter of law. In line with ACAS guidance, we will be open and transparent about pay and contractual terms to prevent any unequal treatment.

Key commitments include: transparent pay structures, regular pay audits, and clear criteria for pay and promotion decisions. We will ensure policies support flexibility and fairness (for example, equitable parental leave and return-to-work support) so that career breaks or caring responsibilities do not unfairly disadvantage any group. Unconscious bias training and diversity training will be provided to managers to promote understanding of equality and help prevent discriminatory practices.

Reporting Procedures

Data Collection: Each year, HR/Payroll will collect pay data as of the snapshot date. This includes all relevant employees’ pay and bonus information. The data will be segmented by gender, pay rate, and quartile as defined by the regulations.
Required Metrics: In our annual gender pay gap report we will publish all required metrics: the median and meangender pay gaps (hourly rate), the proportion of men and women in each of four pay quartiles, and median and mean gender bonus pay gaps. These metrics follow the formulae in the regulations.
Sign-off and Publication: The completed report will be reviewed by senior management. A written statement confirming that the data is accurate will be signed by an appropriate senior person (typically the CEO or equivalent). The name and job title of the signatory will be published with the report. We will then publish the report (including narrative and action plan) on our website and on the official Government portal by the legal deadline. (For example, private-sector reports are due by 4 April each year for the 5 April snapshot; public-sector authorities on Schedule 2 are due by 30 March for the 31 March snapshot.)
Accountability: The Board (or equivalent governing body) has ultimate responsibility for this policy. The CEO (or designated executive) is accountable for approving the report and ensuring compliance. HR and Finance leadership will coordinate the data analysis and publication process.

Actions to Reduce the Gender Pay Gap

Our strategy to close any pay gaps includes actions at all stages of employment. These actions are informed by UK Government and ACAS guidance:

Fair Recruitment and Pay Setting: We use structured interviews and standard criteria for hiring and promotions to minimize bias. All job ads and descriptions are clear and inclusive. We strive to advertise positions widely and consider flexible working options by default. Pay bands and salary ranges will be communicated where possible, and all pay decisions will be based on objective factors. This transparency helps ensure women and men are on an equal footing.
Equal Career Progression: We will actively support equal opportunities for training, mentoring and advancement. Managers will be encouraged to track that men and women have the same access to career-development opportunities (e.g. stretch projects, leadership training). We will encourage succession planning and networking that supports under-represented groups. Regular performance reviews will be applied consistently and fairly.
Flexible Working and Family Leave: We recognise that offering flexible working can help retain talented staff of all genders. All jobs will be advertised with flexible options where possible. We allow flexible hours, job-sharing, part-time and remote work arrangements as appropriate, and senior leaders will model this behavior. We will also encourage shared parental leave by offering enhanced pay on the same terms as maternity leave. This helps ensure that childcare responsibilities do not unduly affect women’s careers and addresses any imbalance in caring roles.
Inclusive Culture and Training: We provide unconscious-bias awareness training to recruiters and managers. We have a clear zero-tolerance approach to discrimination. Any employee with concerns about unequal pay or treatment is encouraged to use our grievance procedures or contact management.

These actions will be reviewed and updated regularly. We will involve staff representatives and equality networks in developing initiatives and in communicating our action plan.

Monitoring, Review and Responsibility

[Company] will monitor gender pay and equality indicators as part of our normal business processes. The Gender Pay Gap report and underlying data will be reviewed at least annually by senior management. Progress against any targets or action plans will be reported to the Board. Any identified issues or causes of pay disparities will be investigated, and further corrective actions taken. In line with good practice, we will embed our action plan into everyday practices so that reducing the pay gap becomes an ongoing priority.

The Board and Executive team have overall accountability for ensuring compliance with the Equality Act and pay gap regulations. The CEO (or designated senior officer) will sign off on each year’s published report. HR and Finance directors are responsible for the data collection, analysis and implementation of this policy. We will periodically review and update this policy (for example when legislation or guidance changes) to ensure it remains effective and compliant.

Policy Owner: Board/HR Director Last Review Date: October 2025
Next Review Date: October 2026
(annual review)

Contact Us

If you have any questions or concerns about this policy, please contact us.

Our details are: