Our Committment
Office Holdings Limited
Gender Pay Gap Report
Snapshot date: 5 April 2024
Introduction
Office Holdings Limited (‘Office’) employs more than 250 employees located in Great Britain. We are therefore required by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 to publish an annual gender pay gap report.
This report shows the difference between the average earnings of Great Britain male and female employees of Office, regardless of role seniority. The report also reflects differences in the average bonuses earned by such employees, the percentages of male and female employees receiving a bonus, and the proportion of males and females in each pay quartile of our workforce.
The report outlines the gender pay gap for Office for 2024, calculated as per the Regulations, at the snapshot date of 5 April 2024.
How is Gender Pay Gap calculated?
This is the difference between the average hourly pay rate of males and females across the organization, expressed as a percentage. It is reported both as a mean (average) and as a median (mid-point) figure.
Gender Pay and Bonus Gap Summary
Office's overall gender pay gap mean is favorable to the male employees by 8.8%, and the overall gender pay gap median is 1.1% when comparing female to the male employees. This is a very positive result in comparison with the 2024 UK National median of *13.1%.
* https://www.statista.com/statistics/280710/uk-gender-pay-gap
Of all males employed by Office in the 12-month period ending 5 April 2024, 88.2% of the male employees received a bonus, while the corresponding proportion of females was 89.9%. The difference in the values of such bonuses received between male and female employees was a mean of 43.3% and a median of -0.2%.
Our Results Explained
Pay Gap:
The mean gender pay gap difference of 8.8% is predominately driven by the variance in the hourly paid rate of more senior male employees versus female employees. This is attributed to the fact that a larger number of females are employed in the lower quartile compared to men and we have a higher proportion of female employees under 21 where the national minimum wage is lower.
The below charts show the proportion of males and females across Office’s four pay quartiles.
Bonus Gap:
The mean bonus gap difference of 43.3% is led by a lower proportion of male employees working in stores as explained previously, and the median is at -0.2%. There is no difference in the bonus and commission structure between male and female employees at Office.
Conclusion and Director Statement
The results of the Office gender pay gap analysis are positive, and we will continue to keep our performance in this area under ongoing review and seek to enhance the experience of all of our employees in respect of equality, diversity and inclusion.
I confirm that Office is committed to the principle of gender pay equality and has prepared its 2024 gender pay gap results in line with mandatory requirements. I confirm that the information contained in this report is accurate at the time of publishing.
Jon Richens
Managing Director
April 2025
Office Holdings Limited
Gender Pay Gap Report - Ireland
Snapshot date: 30 June 2025
Introduction
Office Holdings Limited (‘Office’) employs more than 50 employees located in Ireland. We are therefore required by the Gender Pay Gap Information Act 2021 to publish an annual gender pay gap report.
The report provides an analysis of the gender pay outcomes for Office employees, calculated in accordance with the Regulations as at the snapshot date of 30 June 2025. It presents the difference in hourly earnings between male and female employees, irrespective of role or seniority. The report also details differences in bonuses and benefits-in-kind received and the representation of males and females across each pay quartile.
Understanding the 2025 Results
This year’s results reflect higher average pay in favour of female employees. These outcomes do not result from gender-based policies or practices, as our recruitment and pay frameworks are gender-neutral.
The results are mainly driven by differences in length of service, particularly among the full-time employees. On average, female employees have been in their roles longer than the males, which contributes to higher average pay for females in this year’s analysis. Additionally, several of the female employees are based in larger stores with more complex responsibilities, further influencing the overall outcomes.
Office operates six stores in Ireland and has a relatively small population size. This makes the results more sensitive to minor variations and therefore are more prone to fluctuations which should be considered when interpreting the pay gap outcomes.
Hourly Remuneration
This is the difference between the hourly remuneration of active male and female employees across the organisation, expressed as a percentage. It is reported both as a mean (average) and as a median (midpoint) figure. The analysis indicates a mean hourly pay gap of 4.3% and a median hourly pay gap of 5.5%, both in favour of female employees.
As noted earlier, these results can fluctuate year on year due to the population size, with even a single individual’s pay notably impacting the overall outcome.
The below charts show the proportion of males to females across Office’s four pay quartiles.
Bonus Remuneration and Benefits-in-Kind
This is the percentage of all relevant male and female employees who received bonuses and benefits in kind. It also represents the percentage difference between the bonus paid to male and female employees across the organisation. The figures are reported as both the mean (average) and the median (midpoint) values.
During the 12-month period ending 30 June 2025, 71.1% of the male employees were awarded a bonus, while the corresponding proportion of females was 82.8%. The mean bonus pay gap was 19.2% and the median was 16.2%, with female employees receiving higher bonus amounts on average. The higher average bonus value for females is consistent with their longer average length of service in comparable roles, providing them a longer timeframe over which to accumulate bonus earnings. No benefits-in-kind were given to any staff members during this period.
Conclusion and Director Statement
Office is committed to maintaining equitable and transparent pay practices across the organisation. The 2025 results continue to demonstrate that our pay and reward structures are applied consistently, without bias based on gender.
While this year’s data shows average pay and bonus levels in favour of female employees, this is expected to fluctuate because of natural attrition rather than any structural imbalance. We will continue to monitor gender pay outcomes annually to ensure our frameworks remain fair, transparent, and aligned with our values.
I confirm that the information presented in this report is accurate at the time of publishing and has been prepared in accordance with the Gender Pay Gap Information Act 2021 and its associated Regulations.
Jon Richens
Managing Director
November 2025
