Gender Pay Gap Reporting

Délifrance UK Ltd employed more than 250 people on the snapshot date of the 5th April 2017 and we are pleased to publish calculations made in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

For many years, it has been unlawful for any employer to pay any worker less for the same or similar job, or work of equal value on the grounds of gender and the purpose of publishing the gender pay gap is not to confirm compliance with the law.  It is rather a way to show the relative equality of jobs being shared amongst men and women in an organisation using pay as a guide to the job’s worth.   

At Délifrance UK Ltd we are committed to treating all our employees fairly, equally and free from any unfair discrimination.

Required Calculations

The table below shows the calculations required by the Regulations as at the snapshot date of 5th April 2017. 

The mean and median hourly pay and bonus gaps between men and women are expressed as a percentage difference to the men’s pay and bonus values and so a positive value indicates a gap in favour of men and a negative value in favour of women.


Mean (average)

Median (midpoint)

Hourly pay gap



Bonus pay gap









Proportion of workers receiving a bonus






Proportion of employees by quartile



Lower Quartile



Lower Middle Quartile



Upper Middle Quartile



Upper Quartile







Our mean pay gap of 2.1% is well below the national average of 22% in manufacturing and 18% nationwide and we believe reflects our commitment to recognise the potential of all our employees equally by supporting them in their development and promotion to senior roles within our organisation.  Ideally, the Gender Pay Gap would be zero and we hope that our policy will achieve this goal.

Our median pay gap of 15.9% in favour of women clearly demonstrates our proactive approach to this pledge. 

The proportion of employees who receive a bonus is high, because the company’s group instituted a bonus scheme for all employees to be rewarded with a bonus if the group’s financial performance target was met.  The reason that the proportion of employees receiving a bonus is not 100% is due to new starters not having worked the qualifying number of days in the bonus period.


I confirm that I have reviewed the data used and the calculation of the Gender Pay gap and Bonus Pay Gap and that to the best of my knowledge and belief the required elements are accurately expressed in accordance with the regulations.

Richard Turner 
Finance Director
Délifrance UK Ltd
This site uses cookies. By continuing to browse this site you are agreeing to our use of cookies. Find out more here.