Gender Pay Gap Report
Gender Pay Gap Report
The Abbey Hotel
Reporting period: 25 June 2024 – 24 June 2025 | Snapshot date: 24 June 2025
This report is being published later than the statutory deadline of 24 November 2025. The Abbey Hotel identifies this delay, takes responsibility for it, and has since measures to ensure timely reporting going forward. This is The Abbey Hotel’s first Gender Pay Gap report, as the organisation’s headcount first met the applicable reporting threshold in the year to which this report relates.
Headline Results (All Employees)
| Metric | Result | |
| Mean hourly pay gap | 0.7% | (male pay higher) |
| Median hourly pay gap | 1.5% | (male pay higher) |
Bonus
| Metric | Male | Female |
| Proportion receiving a bonus | 0.0% | 1.5% |
| Mean / median bonus gap | Not statistically meaningful — see note below |
Only one employee across the organisation received a bonus payment during the reporting period. The bonus participation and gap figures above reflect a single payment rather than a broad-based pattern and should be read accordingly.
Benefit in Kind (BIK)
| Metric | Male | Female |
| Proportion receiving BIK | 0.0% | 0.0% |
Pay Quartiles
The table below shows the percentage of employees in each pay quartile, by gender.
| Quartile | Female | Male |
| Lower | 39.4% | 60.6% |
| Lower Middle | 63.6% | 36.4% |
| Upper Middle | 51.5% | 48.5% |
| Upper | 42.4% | 57.6% |
Age Profile — Supplementary Context (not a statutory metric)
The figures below are provided as additional context and are not a required part of this report.
| Group | Mean Gap | Median Gap |
| Employees aged 20 and over | 4.4% | 0.8% |
| Employees under 20 | 3.3% | 5.4% |
A meaningful proportion of hourly employees are under 20 and paid in line with statutory sub-minimum-wage age bands, as required by the National Minimum Wage Act. This breakdown is presented for transparency as context for the figures above; it is not offered as a justification for the gap that exists within each group.
Known Limitation in This Report
The Abbey Hotel’s payroll system does not currently distinguish reliably between casual and fixed-term temporary employment status, does not capture the number of weeks worked per employee, and does not consistently track normal contracted hours for employees who move between hourly and salaried pay arrangements during the year. As a result, this report does not include the separate hourly pay gap figures for employees on temporary contracts, or a part-time/full-time pay gap breakdown, required under the Regulations. The Abbey Hotel is addressing these classification and data-tracking gaps in its payroll system ahead of the June 2026 snapshot date, and intends for the next report to include this data in full.
Measures Being Taken
As this is The Abbey Hotel’s first year of gender pay gap reporting, specific measures to address the patterns identified above have not yet been developed. The Abbey Hotel intends to use this report as a baseline and will consider appropriate measures ahead of future reporting cycles. The Abbey Hotel has already committed to correcting its payroll classification of temporary employment status ahead of the June 2026 snapshot.